Buffering Region of Histidine Monohydrochloride

Buffering Region of Histidine Monohydrochloride The objective of this experiment is to determine the buffering region of histidine monohydrochloride by titrating histidine with a base, NaOH. By plotting a suitable graph, the pKa values of histidine can be observed. Normally, a titration curve is constructed to illustrate the relationship between the pH of the mixture and the number of moles of base added to it. However in this experiment, the graph of pH against the number of moles of NaOH per mole of histidine is plotted. This is to ensure that the graph is independent of the volume and concentrations of the solutions used. After determining the pKa values of histidine, the maximal buffering capacity of the histidine-NaOH mixture, as well as the effective buffering range can be determined. Materials and Methods To prepare 20mM solution of histidine monohydrochloride, 0.196g of histidine monohydrochloride was dissolved in 46.8mL of water, according to the calculations below: No. of moles of histidine = = 9.35 10-4 mol = 46.8 mL Upon complete mixing of the 20mM histidine monohydrochloride solution using a magnetic stirrer, 20mL of the solution was transferred into a beaker. The burette was washed with distilled water followed by NaOH and subsequently filled with 0.05M NaOH. The original pH of histidine solution was measured using the pH meter before proceeding with titration. Titration was carried out by adding NaOH to the histidine solution at 0.5mL increments. After each increment, the pH value of the resulting acid-base mixture was recorded. Titration was stopped when the acid-base mixture reached pH 11.5. Results Calculations Calculation of no. of moles of histidine present in solution = = Plotting graph of pH against no. of moles of NaOH per mol of histidine Table: pH of histidine-NaOH solution with every 0.5mL of NaOH added Determining pKa values of histidine (i) Based on Graph 1, the two rectangles indicate the two regions where the curve approaches the point of inflection. The maximum and minimum points of the regions are marked with the yellow circle. By finding the average values of each set of maximum and minimum points, the respective pKa values can be determined. pKa1 = = 6.12 pKa2 = = 9.45 (ii) pKa1 is the point where = 0.5 pKa2 is the point where = 1.5 Based on Graph 1, pKa1 and pKa2 are points marked with the red cross. pKa1 = 6.16 pKa2 = 9.30 Maximal buffering capacity Effective buffering range Based on Graph 1, the acid-base mixture shows maximal buffering capacity at pH 6.12 and pH 9.45. The effective buffering range of a buffer is between  ±1 of the maximal buffering capacity. Thus, the effective buffering range of histidine is pH 5.12 to pH 7.12 and pH 8.45 to pH 10.45. If NaOH has not been accurately prepared, method used in (c)(i) will give a more reliable estimate of the pKa values. If NaOH has not been accurately prepared, the number of moles of NaOH will be different, changing the ratio of number of moles of NaOH per mole of histidine. Method (c)(ii) depends on this ratio to determine the two pKa values. Hence, inaccurate ratios will cause the resulting pKa values to vary, leading to less reliable estimate of pKa values. On the other hand, method (c)(i) does not depend on the ratio between number of moles of NaOH and histidine. Thus, an inaccurate ratio will not affect the pKa values being determined. Instead, method (c)(i) relies on the point of inflection of the graph, which plots pH against the number of moles of NaOH per mole of histidine. Plotting the graph in this manner ensures that it is independent of the volume and concentrations of the solutions used. In other words, even if NaOH has been inaccurately prepared, changing the concentration of the NaOH solution, the shape of the curve remains similar. Since the shape of the curve does not change, the point of inflection will be almost at the same point. pKa values obtained by method (c)(i) will be similar to the original values when NaOH was prepared accurately. Calculation of pH of the solution after addition of: 5mL of NaOH No. of moles of NaOH added = ÃÆ'- 0.05 = 2.5 x 10-4 mol NaOH †°Ã‚ ¡ Histidine No. of moles of histidine reacted = 2.5 x 10-4 mol Initial no. of moles of histidine = 4 x 10-4 mol No. of moles of histidine left = 4 x 10-4 2.5 x 10-4 mol = 1.5 x 10-4 mol pH = pKa + log pH = 6.12+ log = 6.34 (ii) 12mL of NaOH No. of moles of NaOH added = ÃÆ'- 0.05 = 6.0 x 10-4 mol No. of moles of NaOH left = 6.0 x 10-4 4 x 10-4 = 2.0 x 10-4 mol NaOH †°Ã‚ ¡ Histidine No. of moles of histidine reacted = 2.0 x 10-4 mol Initial no. of moles of histidine = 4 x 10-4 mol No. of moles of histidine left = 4 x 10-4 2.0 x 10-4 mol = 2.0 x 10-4 mol pH = pKa + log pH = 9.45 + log = 9.45 (i) Three ionisable groups are present in histidine at the initial pH of the experiment. The three groups are: carboxyl group, amino group and the R group (imidazole group). (ii) The amino group is responsible for the observed pKa value of 6.12 and the imidazole group is responsible for the pKa value of 9.45. Structures of ionic species of histidine that participate in cellular buffering Discussion Histidine is an amino acid that acts as a buffer and it has three ionisable groups: carboxyl group, amino group and imidazole group. In this experiment, the focus is on the dissociation constant of the amino and imidazole group. The titration curve (as shown in Graph 1) has two steps, or two points of inflection because the amino group dissociates first followed by the dissociation of imidazole group. Hence, the amino group is responsible for the observed pKa value of 6.12 and the imidazole group is responsible for the pKa value of 9.45. Two methods were used to determine the pKa values of histidine. However these calculated values are only estimates and may deviate from the actual values due to the following experimental errors: Parallax error occurs during the reading of the burette, resulting in inconsistent increment of NaOH added to the histidine solution. In other words, each increment of NaOH was not maintained at 0.5mL. This directly affects the precision of the experiment. Possible solution to minimise error: To avoid parallax error, ensure that the burette reading is taken from eye level at the bottom of the meniscus. The burette should also be placed in an upright position, perpendicular to the table. For a more precise burette reading, a black burette reading card can be placed behind the burette so as to get a clearer view, especially when colourless solutions are used. The beaker containing the histidine-NaOH mixture is placed on the magnetic stirrer throughout the titration to ensure a homogenous mixture for more accurate pH readings. After every 0.5mL of NaOH added to the mixture, the pH of the resulting mixture is recorded by using the pH meter. However, it takes time for the pH meter to generate a final pH reading that does not fluctuate. If the pH value is recorded too quickly after the addition of NaOH, the pH reading may be inaccurate. Possible solution to minimise error: To obtain greater accuracy in pH reading, ensure that an appropriate waiting time (about 2min) is maintained between the addition of NaOH and the recording of pH value. Conclusion From this experiment, it can be concluded from the titration curve that the amino group of histidine is responsible for the observed pKa value of 6.12 and the imidazole group is responsible for the pKa value of 9.45. These two pKa values correspond to the pH at which the acid-base mixture shows maximal buffering capacity. The effective buffering range of histidine is pH 5.12 to pH 7.12 and pH 8.45 to pH 10.45. EXPERIMENT 2: Effect of Buffer pKa on Buffering Capacity Introduction Buffers are solutions that are able to maintain a fairly constant pH when a small amount of acid or base is added. This experiment examines the effect of buffers pKa on buffering capacity by studying how well the two buffers of different pKa resist pH changes when acid or base is added. In scientific experiments, it is advisable to choose a buffer system in which the pKa of the weak acid is nearer to the pH of the interest. It will be ineffective for a buffer to resist pH changes if its pKa value is more than 1 pH unit from the pH of interest. Thus the study of the effect of pKa on buffering capacity is important in making a suitable choice of pH buffers for a specific experiment. Materials and Methods We study the effect of buffers pKa on buffering capacity by using 2 different buffers, potassium phosphate buffer and Tris-HCl, with pKa value 6.8 and 8.1 respectively. 3mL of 0.01M potassium phosphate buffer was pipetted into two test tubes, labelled A and B. 3mL of 0.01M Tris-HCl was also pipetted into two test tubes, labelled C and D. Three drops of universal pH indicator were added into each test tube, causing the solutions to turn green in colour (pH 7.0). HCl was added to test tubes A and C until the solutions turned pink (pH 4.0). KOH was added to test tubes B and D until the solutions turned purple (pH 10.0). The number of drops required for the solutions on each test tube to turn pink or purple in colour is recorded. The pH colour chart is used as it shows the colours of the solution at each pH level. Results Questions Table : Number of drops of acid or base needed for buffer solution to deviate from its initial neutrality (pH 7.0) pH Buffer pKa of buffer Initial pH No. of drops of HCl required to become acidic (pH 4.0) No. of drops of KOH required to become alkaline (pH 10.0) 0.01M potassium phosphate buffer 6.8 7.0 5 11 M Tris-HCl 8.1 7.0 2 20 Conclusions drawn from experiments According to Table 2, potassium phosphate buffer requires five drops of HCl to reach pH 4.0, compared to Tris-HCl which requires only two drops of HCl to reach pH 4.0. This shows that potassium phosphate buffer is a more effective buffer against acids. Potassium phosphate buffer requires eleven drops of KOH to reach pH 10.0 while Tris-HCl requires twenty drops of KOH to reach pH 10.0. Based on the results, Tris-HCl behaves as a more efficient buffer under basic conditions as it requires more amount of KOH than that of potassium phosphate to reach pH 10.0. This means that Tris-HCl has greater ability to resist increases in pH but not decreases in pH. On the other hand, potassium phosphate buffer is a more efficient buffer under acidic conditions as it requires lesser amount of HCl to reach pH 4.0. Similarly, this means that potassium phosphate buffer has greater ability to resist decreases in pH but not increases in pH. It can be deduced that a buffer with greater pKa value is a more efficient buffer in basic conditions while a buffer with smaller pKa value is a more efficient buffer in acidic conditions. Choosing a suitable buffer to study the properties of a phosphatase which functions optimally at pH 7.2 I would use the 0.01M Tris-HCl to study the properties of a phosphatase. It is more appropriate to use a buffer with effective buffering range nearer to the pH of phosphatase. Tris-HCl has an effective buffering range of pH 7.1 to 9.1 while potassium phosphatase buffer has an effective buffering range of pH 5.8 to 7.8. Simply by considering the effective buffering range of the two buffers, it can be concluded that both buffers can be used to study the properties of phosphatase which functions optimally at pH 7.2. However, considering the effective buffering range of the buffers is not sufficient to come to a sound conclusion. In this case, phosphatase is an enzyme that functions to hydrolyse phosphate groups. By adding potassium phosphate buffer to phosphatase, phosphatase will break down the phosphate group in the potassium phosphate buffer. This changes the chemical properties and hence the buffering capability of the potassium phosphate buffer. Therefore, Tris-HCl is a more suitable buffer for the studying of phosphatase. Discussion In Experiment 1, the endpoint of the reactions is determined using a pH meter and construction a titration curve. However in this experiment, the endpoint is visually observed by the help of a pH colour chart. Possible sources of experimental errors arising from this method and ways to improve the experiment are discussed below: In this experiment, only two types of buffers, Tris-HCl and potassium phosphate buffer, were used. The experiment can be improved by using more types of pH buffers to obtain more data. This will allow more accurate evaluation of the relationship between the pKa value and the buffering capacity, and thus the effect of pKa value on the buffering capacity. Although the pH colour chart is used to compare the colours of the solutions, personal judgment comes into play when determining the colour change in the chemical reactions. Possible solution to minimise error: Be consistent in deciding the point of colour change and the endpoint of the experiment. Conclusion From this experiment, it can be concluded that a buffer with greater pKa value is a more efficient buffer in basic conditions and a buffer with smaller pKa value is a more efficient buffer in acidic conditions. Though a buffers pKa can affect its buffering capacity, however when choosing a suitable buffer for an experiment, we cannot simply rely on the pKa of a buffer. It is also crucial to consider the chemical properties and structure of the buffer and other reagents to be used in the experiment. EXPERIMENT 3: Effect of Temperature on the pH of a buffer Introduction The aim of this experiment is to examine the effect of temperature on the pH of a buffer. This can be done by observing the changes in pH of two different buffers when temperature of the buffer solution decreases from room temperature to 4 °C. pH of the buffers that are used to maintain the pH of the lab samples can change during changes in temperature due to cooling process. Changes in pH of buffers upon temperature changes can be explained by the Le Chateliers Principle. The study of the effect of temperature on pH of a buffer is crucial in choosing the right pH buffer that is able to show minimum changes in buffer pH, to maintain the properties of the biological samples that requires specific pH environment. Materials and Methods We study the effect of temperature on the pH of a buffer by using two different buffers, 0.01M potassium phosphate buffer and 0.01M Tris-HCl. 3mL of each buffer solution were pipetted into two separate test tubes. The initial pH values of the two buffers at room temperature are measured using the pH meter and recorded. Subsequently, both test tubes were placed into the ice box to cool to 4 °C. After 20 minutes, the test tubes were taken out of the ice box and placed in an ice bath to maintain the temperature of the buffer solutions at 4 °C. The pH of the cooled buffer solutions were measured again and recorded to obtain the results as seen in Table 3. By evaluating the pH changes (either increase or decrease) and the extent of these changes from the original pH value, we can observe the effect of temperature on the pH of a buffer. Results Questions Table : The changes in the pH of the buffer solution as temperature is decreased to 4 °C Buffer pH at room temperature pH at 4 °C Difference in pH change (unit) 0.01M potassium phosphate buffer 7.03 7.49 0.46 0.01M Tris-HCl 7.01 8.16 1.15 Effect of temperature on the pH of Tris-HCl and potassium phosphate buffer According to Table 3, at low temperature of 4 °C, both buffer solutions become more alkaline. As temperature decreased from the room temperature to 4 °C, the pH potassium phosphate buffer increased from 7.03 to 7.49, with a difference in pH change of 0.46. With the same change in temperature, the pH of Tris-HCl increased from 7.01 to 8.16, with a difference in pH change of 1.15. This shows that Tris-HCl exhibits greater changes in pH than potassium phosphate buffer, upon a given change in temperature. In conclusion, temperature has a greater effect on the pH of Tris-HCl compared to potassium phosphate buffer. HA A Ã‚ » + H Ã‚ º ΆH = -ve As illustrated by the chemical equation above, the dissociation of buffers are endothermic processes. Being an endothermic process, heat is being absorbed and temperature decreases. Based on Le Chateliers Principle, when temperature decreases, the system will react to result in an increase in temperature. Hence, decreasing temperature to 4 °C favours the backward reaction, which is an exothermic reaction that produces heat. The position of equilibrium shifts to the left, more H Ã‚ º reacts with A Ã‚ » to form HA. Thus, the concentration of H Ã‚ º decreases and causes the pH of the buffer to increase. Discussion Based on the experimental results, it is clear that temperature changes the pH of the buffer. Though this is not a complicated experiment, it is still subjected to experimental errors and can be improved by the following ways: Only two types of buffers, Tris-HCl and potassium phosphate buffer, were used in this experiment. The experiment was also conducted at only one temperature. Using several buffers over a range of temperatures will allow us to observe the pH of a variety of buffers at different temperatures. In addition, both buffers used in this experiment showed an increase in alkalinity. Hence, including more variety of buffers will allow us to evaluate which type of buffer has tendency to become more alkaline or acidic with the changes in temperature. This experiment was conducted without the use of a thermometer, hence there was uncertainty in determining the temperature of the buffer solutions. It was assumed that by placing the test tubes in the ice box for 20 minutes and then transferring into an ice bath, the buffer solutions would be maintained at 4ËÅ ¡C. However, it is difficult to maintain ice baths at 4ËÅ ¡C for a long period of time due to heat gain from the surroundings. Possible solution to minimise error: Keep a thermometer in the ice bath and consistently check the temperature of the ice bath. Add in more ice when the ice melts. It was difficult to identify the endpoint of the experiment. Even after a long period of time (about 30 minutes), the pH reading shown on the pH meter still continued to increase slowly. Hence, stopping the experiment too early may result in an inaccurate pH reading. Possible solution to minimise error: Since it is difficult to identify the endpoint of the experiment, it is perhaps more logical to standardise the duration of the experiment for both buffer solutions. For example, 30 minutes for each buffer solution. Conclusion From this experiment, it can be concluded that a decrease in temperature will cause a change in pH of a buffer. However, the pH of the buffer does not always increase when temperature decreases. This depends on whether the dissociation process is endothermic or exothermic. In the case of an endothermic dissociation process, pH of the buffer will increase when temperature decreases. This can be explained by Le Chateliers Principle which states that the backward exothermic reaction will occur so as to counteract the change. Hence, the Tris-HCl and potassium phosphate buffers become more alkaline as temperature decreases.

Application of Ethics

Understanding, acceptance, and application of ethics are important to individuals and groups for several reasons. Ethics are our basic beliefs, and they come into play constantly. Many times we are using our personal Ethics and we are not even aware of it. Acceptance of ethics is important to individuals and groups because it allows for constructive criticism, and it helps avoid and resolve conflicts. In groups it is very important for ethics to be accepted because it will give a common ground of understanding and respect that a team or group needs to be successful. Accepting ethics of others is important to individuals and groups because it allows the individual and members of a group to gain confidence in themselves which leads to morale and productivity. Application of ethics is important on individual levels because a person who applies their ethics is true to themselves. Application of ethics also makes an individual who they are or who they are perceived to be. Application of ethics on a group level is also important because it allows people to act in a way that they are proud of. It also allows a group to be responsible for their actions. If a group shares ethical beliefs the application of them will also be a common ground. Application of ethics by individuals and groups shows integrity and confidence. This can lead to pride in work, and a group mentality. These effects are important in any group situation, and the effective application of ethics will lead to success. When we work in any organization we are bound to accept the moral ethos of that organization. Relying on our own moral principles only erodes the trust and understanding that is necessary for any cooperative work to function successfully. I will discuss and evaluate these claims. In any position we hold within a company, it is important to make sure that our conduct in that company facilitates the smooth functioning of that workplace. However, if the moral ethos of the organization we work for conflicts heavily with our own, or with a common view of morality, then should we have to obey the rules and regulations of that company, or is there some way we can call the ineptitude of their moral ethos into question without risk to our position in the company? In this essay I shall discuss the problems that can arise with conflicts of organizational and individual moral values by looking at specific role moralities, the role of ethics in a company, whether the boss is really the right person to make ethical decisions and I will decide whether the ffective running of a company entails worker conformity to a company moral ethos or whether individuals should be allowed to reason ethically for themselves in the workplace. When faced with a conflict involving organizational and personal moral codes, the role we fulfill and the requirements that that role entails are important factors in resolving the conflict. Sometimes a pa rticular job will hold with it several responsibilities to be upheld which may not mesh with our own individual ethical standards and values. For instance, a lawyer may find out that their client is guilty, but cannot divulge this information to another because of the obligation of confidentiality that their job entails. In the case where keeping the confidences of another directly and negatively effects somebody else, the personal moral ethos of the lawyer may encourage her to believe that by informing someone of this private information she is doing the right thing. The moral ethos of her profession would hold that to uphold the confidentiality of the lawyer/client relationship would take precedent over doing what would commonly be seen as the ethically right thing to do. This distinction between role morality and common morality is often debated, with many believing that a professional role should provide exceptions to certain areas that are taken to be ethically black and white. Certain roles can only be carried out if a certain amount of ethical leeway is granted for their execution. Although it is widely recognized that some professions prioritize certain values above others and that this prioritization may not be consistent with a common morality view, many argue that even though specialized roles may require a certain amount of confidentiality, breaching some of the most fundamentally universal moral principles should never be condoned, even in such role related circumstances. One of the grounding features of a common view of morality is that it is seen to be universal. The role of ethics in the company is generally kept to a bare minimum, with a code of company conduct providing the skeletal structure for ethical workplace behavior. To this effect, the rules of a company are generally viewed in a more practical light as opposed to being viewed as a form of moral compass. Morality is often viewed as a highly subjective, often religiously defined way of regulating behavior and lacks the political correctness of an objective bureaucratic set of rules and regulations. Indeed displays of moral behavior can even be deemed as threatening in the workplace. They can be threatening to our position in the company if they do not gel with company policies, they can be threatening to our relationships with our co-workers, and they can make others feel uncomfortable about the way they conduct themselves in the workplace. In view of this, ethical concerns are rarely raised and an attitude which adopts company policy and coerces those who don't agree to keep their mouths shut is usually what is seen around the workplace. Raising an issue of ethics in the workplace that conflicts with company policy can lead to a breakdown of the delicate relationships which keep a company functioning. . Business decisions cannot be made based on personal values. This is why it is necessary for every business, whether large or small, to have a code of ethics in which employees can follow to ensure the success of the business. Most importantly, the leaders of a corporation Significantly affect the way the business is being conducted, and the need for strong values leads the way for employees to follow, and contributes to the success of a business (Storm, 2007). Every corporation has their own rules of conduct, or code of ethics, which refers to policy statements that define ethical standards for their conduct. Corporate codes of conduct typically do not have any authorized definition and there is great variation in the way the statements are drafted. The authors of a code are usually the founder, board of directors, CEO, top management, legal departments, and consultants. Also involved in the process, are sometimes employee representatives, or randomly selected employees When business people speak about â€Å"business ethics† they usually mean one of three things: (1) avoid breaking the criminal law in one's work-related activity; (2) avoid action that may result in civil law suits against the company; and (3) avoid actions that are bad for the company image. Businesses are especially concerned with these three things since they involve loss of money and company reputation. In theory, a business could address these three concerns by assigning corporate attorneys and public relations experts to escort employees on their daily activities. Anytime an employee might stray from the straight and narrow path of acceptable conduct, the experts would guide him back. Obviously this solution would be a financial disaster if carried out in practice since it would cost a business more in attorney and public relations fees than they would save from proper employee conduct. Perhaps reluctantly, businesses turn to philosophers to instruct employees on becoming â€Å"moral. For over 2,000 years philosophers have systematically addressed the issue of right and wrong conduct. Presumably, then, philosophers can teach employees a basic understanding of morality will keep them out of trouble. But does this position give them clear moral authority? Robert Jackall in his Drawing Lines (1988, p. 111) article from Moral Mazes believes that â€Å"†¦ people in high places i n big companies at some stage lose sight of the objectives of their companies and begin to focus on their positions†. Imagine if a manager of a grocery store had failed to evacuate his store when a fire broke out in a nearby shop. There was not a high risk of the fire spreading to the grocery store, but there was smoke coming into the store and there had been an evacuation call for the whole complex. The manager of this grocery store gave the explanation that the fire was not a great risk and it would have been unwise to cause unnecessary panic. The actual reason he did not evacuate the store was because he knew that he would not make sales targets for that day if the store had to be closed for a period of time. He may have done the right thing for his profit margins at the end of the year, but he certainly did not do the right thing ethically. In this scenario, the other employees of the store, seeing the inaction of their boss, would either have to obey his wishes and keep working and serving the customers, or they would do what they feel is the right thing and get the occupants of the store out of harm's way. It is difficult to make a decision about ethical conduct which goes against our boss, especially if this decision turns out to be the wrong one. For this reason, most people obey not necessarily the moral ethos of their company or their own personal moral ethos, but they will follow blindly what their boss tells them to do. Robert Jackall continues in Drawing lines (1988, p. 111) that â€Å"Bureaucracy transforms all moral issues into immediately practical concerns. A moral judgment based on a professional ethic makes little sense in a world where the etiquette of authority relationships and the necessity for protecting and covering for one's boss, one's network, and oneself supersede all other considerations and where accountability is the norm. This leads us back to whether conformity to an organizational moral ethos actually does create a smoother functioning and more productive workplace. Of course there needs to be a certain level of conformity in the workplace in order for there to be cooperation between employees and to hence provide a smoothly functioning work environment, but does this necessarily entail a strict fo llowing of a company's rules and regulations. On this point, even many company heads say that a company's moral ethos does not need to be followed exactly as it is written, but that compromise and flexibility are often the best way to approach work life. Of course this does not mean that company heads think it is fine for employees to freely express their own moral judgment, because this often leads to an unpredictable workplace and with this things may start to get out of hand. To keep the workplace running smoothly we often have to leave our personal ethical concerns to rest, unless of course the issue is of a very important nature. It is all about weighing up what is most important in the situation, and whether what is happening is harming anyone. If it is harming someone, then the issue should be raised and we should employ some of our own ethical standards in convincing others of the moral importance of the case. But if the issue is a minor one, it is best from both a company perspective and for our own job security that we do, in that instance, keep our mouth shut. When employees act unethically and/or without integrity, customers lose trust and confidence in organizational products and services. When leaders act unethically and/or without integrity, employees lose trust and confidence in organizational processes, systems and products. Both directly impact the bottom line and the return on investment. Organizations are built on the principle that the whole is greater than the sum of the parts. Working together creates results and outcomes for the whole that outweigh the results and outcomes of everyone working for them. The secret to success is not the principle but the way synergy is created. Synergy is defined as a dynamic state in which combined action is favored over the sum of individual component actions. Synergy is an emergent behavior that arises out a multitude of simple actions based in ethics and integrity. Everyone in an organization is expected to do the right thing at the right time in order to create synergy. Doing the right thing at the right time creates positive safety, quality, and productivity and cost results. This is ethics-the determination of right and wrong in organizations. Ethics is learned through trial and error. When behaviors are wrong, they are corrected. When behaviors are right, they are reinforced. These lessons learned and best practices are the moral code that defines the synergistic behaviors required for organizational performance. Problems occur when individuals seek to maximize their personal ends through behaviors that violate the ethics of the organization and its moral code. If one gets more, others get less. For example, employees who slow down during the week to ensure overtime pay reduce the return on investment for others. To prevent violations of the moral code, leaders and managers in organizations are entrusted with a fiduciary responsibility (something that is held or founded in trust and confidence) to reinforce and enforce the requisite synergistic behaviors required for organizational sustainability. Corruption occurs when there is an abuse of entrusted poor for personal gain whether it is financial or political. Corruption sub-optimizes the performance and jeopardizes the sustainability of the whole. Corruption often deceivingly masks itself as business reality. In order to ensure business targets are achieved and performance bonuses are distributed, an accepted practice called â€Å"does what it takes to get the job done† rears its ugly head. This may mean cutting corners, applying Band-Aid solutions, suppressing , ignoring or misrepresenting information in order that the problems or defects are knowingly or unknowingly passed on to another part of the process. Since no one wants a product or service with built in defects, the second part of this practice is â€Å"don’t get caught. † This is corruption and it destroys synergy and undermines organizational principles. Corruption spreads. Employees who do what it takes and don’t get caught are rewarded. This creates a culture of knowing where employees know that doing the wrong thing at the right time will be rewarded. In time, many embrace corruption simply because everyone is doing it. Corruption ignores the fact that unethical actions involved in doing the wrong things create a chain of consequences that far outweighs the cost of doing the right thing. For example, organizations that ship product with quality defects to meet production targets lose in product returns and warranty repairs that reduce profitability. It is a short term gain for a few, and a long term pain for the many. Government, through its regulatory agencies, intervenes to control corruption in financial, safety, human rights, and environmental areas. Unfortunately, regulators cannot legislate compliance to the law. They can only enforce consequences to violations. This is where the â€Å"don’t get caught† behavior invokes ingenuity that defies the legal system. The principle of protecting the whole and the right way to do things then falls to the integrity of the participating individuals. The commitment to comply is an integrity based decision. Integrity is defined as wholeness, unfolding and objectivity. If the ethical foundation and the moral code are sound, then individuals have trust and confidence in the organization. Wholeness is completed by doing the right thing. The unfolding is defined by doing the next right things and objectivity is enhanced by doing things the right way. Performance and sustainability are the outcome of individual commitment to compliance and collective synergies arising out of an ethical moral code. If the ethical foundation and moral code is corrupt-benefiting the few at the expense of the many, then individuals lack trust and confidence in the organization and its products. Doing the wrong thing fragments the whole. Not doing the next right thing creates chaos and objectivity is compromised when people don’t do things correctly. Performance is at risk in the short term and long term sustainability is undermined. Ethics and integrity are the cornerstones of performance and sustainability. As seen in the Enron failure, corporations consistently hold more and more impact on the shape and structure of the world as we see it. They are the large and small organizations that society places their trust in to process the economy. Whether it be a large conglomerate such as Enron, or a one person â€Å"mom and pop† shop, society places their trust in these companies and deserves to have this trust upheld. A company's culture is what determines how the company is operated. A company born of poor ethics in the culture is ultimately at risk for unscrupulous acts. The acts of Enron our probably structure from only a small percentage of its employees, however, due to the company's unethical culture, procedures and policies our allowed that did not facilitate personal ethical behaviors. I believe it is this lack of personal ethics that served as the catalyst to the demise of Enron as a company and the damage that they leave behind. Who is responsible for a company's ethical culture? I believe the leaders of the organization are responsible for these ethics through their own personal ethics. One might argue that personal ethics do not have a role, provided they are kept separate from the business world. I believe it is impossible to maintain a separation between personal and business ethics. They inevitably intermingle. The issue is then, how to foster a sense of accountability that transcends the workday. I believe one method of creating a strong sense of personal ethics in all employees, and hence a corporate ethical culture, is through social responsibility. This is done by empowering employees to create and be responsible for their own actions and environment. When employees see a correlation between their actions and direct consequences, they develop pride associated with a job well done and a sense of accountability and responsibility to their jobs. An example of a company that, through its leadership has a great sense of company ethics and has created a culture of social responsibility is Enterprise, an internationally known rental car company. The company began its operation when its founder, Jack Taylor, worked for a car salesman and was tired of the lies and gimmicks that our used by the competing car companies. With his employer, Taylor invested in a new kind of car company whose culture consisted of no tricks or hidden agendas and offered all of the facts up-front to its customers. Taylor's personal sense of ethics determined the standards of his business model. And because his personal ethics centered on straightforward dealings with customers, his customers responded positively. Relieved to find someone in the automotive business who would deal with them honestly, customers helped Enterprise become an industry leader. Its status continues to this day: it has never laid off any of its employees and is considered one of the most financially sound rental car companies by Standard & Poor's. Enterprise's success is also a testament to the influence of social ethics. Their system of promoting new employees fosters a sense of social responsibility. Its primary new employee candidates are new college graduates, who are immediately placed in a junior management program. Upon their success as a branch manager, they are offered their own store location to run. All management from junior manager on up to the board of directors are then rewarded primarily on a commissions basis based on their own individual performance and those of their subordinates. Due to the empowerment of its employees for their own success or failure and the establishment of a reward system, Enterprise has reached success rates that are otherwise non-existent in its industry. Enterprise also has one of the lowest attrition rates in its industry and in many industries around, simply because its employees want to work there. It is evident that the success of Enterprise is largely due to the company's sense of social responsibility and the company's cultural ethics, which stem from the personal ethics of its leadership

Confucius Was Generally Referred - Free Essay Example

Sample details Pages: 2 Words: 643 Downloads: 3 Date added: 2019/07/01 Category Philosophy Essay Level High school Tags: Confucianism Essay Did you like this example? Confucius was generally referred to as Chinas first teacher, who made the standards and values to the Confucianism. During 500 B.C. this great philosopher created the cultural foundation of China. He was also a teacher and attracted lots of student followers. His way of teaching was orally but after he died his students began to write his studies and messages which then became the Analects, or the Saying of Confucius (Ames and Rosemont 1998). Confucius and his value system gave guidelines to great people throughout China including Lao Tzu and Sun Tzu. With the fall off China in 1900s due to communist revolution, Confucian teachings were stopped. Even though Confucius teaching and Confucianism was discredited by Mao, the long lasted cultural values by Confucius left influence on the Chinese people. Don’t waste time! Our writers will create an original "Confucius Was Generally Referred" essay for you Create order Confucianism has started to make its way back recently and has been included in the Chinese educational system. Confucian values states that person first honor duty family and society than oneself. A group is seen with more importance and group needs rather than individual himself. These types of values encapsulated collectivism and teamwork. Chinese culture tries to keep a collective society. Chinese managerial approach is defined with collectivism, centralized control of power, hardworking employees and strong networks. This managerial approach can be seen in China and even with Chinese people residing outside of China. All these approach are driven and influenced from the Five Relationships of Confucianism, the Five virtues and the Confucian Work Ethic. Confucius teachings were very serious regarding relationship and social being. The five relationships of Confucianism are Loyalty between King and Subject, Relation between father and son, Duty between husband and wife, Relation with brother or elders, Trust between friends. Confucius followed a strict hierarchy between the leader and his subjects where leader would make all the decisions and subjects would follow orders without question. In modern era this correlates to Chinese organizations where the organization or company leader makes decision. The father son relation is where the father would provide guidance and way forward to his son. Confucius followed a very strong role in husband and wife role. They were like a lot of other religions in society where woman was not allowed to work and should be confined to home. Women was also not allowed to make decisions or participate in Chinese bureaucracy. Chinese culture still to an extent is male dominant. Next role is the mutual trust between friends where key to success was cooperating within people. In modern culture it also plays the same role where all workers are treated equally and no special arrangements are to be done for outstanding individual as it would disturb the harmony in a group. Final role was obedience to elders which goes very deep. Its not just that young should obey the elders, it goes further in organizations where a young manager who has more knowledge should not supersede his elder senior manager and will not be allowed to take his position. Confucianism and its philosophical studies have led to a foundation that has created a unique work ethic in China and East Asia. This work ethic believes in hard work value, dedication to organization, group harmony and wisdom. In all Confucian culture sacrifices were made by individuals for the advancement of the country. Unlike Taoism where goal of individual is to be one with Tao, Confucianism believes in social harmony and have a structured society. Until Han Dynasty came, Confucianism was maintained by passing of wisdom from one generation to the next. After that an elaborate system was made to have a school to study Confucianism. These studies were then tested to get allow the individual to work for government if successful. Even after the fall off imperialism, China still has the foundation of Confucianism in its generations and shows by the importance of family and business connections.

Analysis Of The Idiot And The Idiot By Ernest Hemingway

Fyodor Dostoevsky’s The Idiot and Ernest Hemingway s A Farewell To Arms feature differing schools of thought in the ever-evolving world of literature; A Farewell To Arms depicting impressionistic realism through Hemingway s objective retelling of events in the First World War, and The Idiot conveying psychological realism In Dostoevsky’s projection of not only his epileptic behavior, but his idyllic sense of man (Neilson Kashdan). Despite these differences in writing styles, each author features the inclusion of the certain similar personality quirks in the characterization of the protagonist of each novel. Noteworthy differences include contextual experiences by the author and time period differences (in both relative society and location) which reflect differences in the setting of the two novels, differences in writing styles, and drastic differences In overall theme. Both in A Farewell To Arms and The Idiot, the protagonists (lieutenant Frederic Henry and Prince L ev Nikolayevich Myshkin, respectively) share common character traits with their respective authors. Like Dostoevsky, Nikolayevich suffers from epilepsy (Saul), resulting in brilliant yet sudden seizures, described as an â€Å"extraordinary light; all torment, all doubt, all anxieties were relieved at once, resolved in a kind of lofty calm, full of serene, harmonious joy and hope, full of understanding and the knowledge of the ultimate cause of things† (Dostoevsky 5). Such similarities in regards to Hemingway