Luck Club Essay Example for Free

Luck Club Essay Published in 1989, The Joy Luck Club is the first novel written by Amy Tan that narrates about the lives of four Chinese-American immigrant families who are living in the United States. â€Å"Two Kinds† is one of the chapters in this book that focuses on the conflict between a mother and a daughter as a result of generation gap and cultural differences. Shu-Huei Henrickson, an instructor of English at Rock Valley College in Rockford, Illinois, wrote a criticism on the novel and explores the reasons for the popularity of The Joy Luck Club and the various narrative techniques used by the author to give life to the conflict and resentment that arise between a mother and a daughter in the novel. In his criticism, Hendrickson initially introduced the background of the author and listed the novels that she has written. A comparison was also made between Amy Tan’s narrative style and that of other ethnic authors in the Asian American Literature. He believes that the success of the novel is due to Tan’s excellent treatment of the mother/daughter relationship. Normally texts of mother/daughter focus on the daughter’s struggles for identity and the mothers supporting role position. In the case of this novel, the central focus is on the lives of the mothers. Hendrickson quoted another critic, Maria Heung’s description of The Joy Luck Club who said, â€Å"What distinguishes Tan’s text from other ethnic novels is the ‘foregrounding of the voices of mothers as well as of daughters’. † This unique style makes The Joy Luck Club an outstanding Asian American literature. Hendrickson further analyzes Amy Tan’s narrative techniques. He pointed out that the author’s first narrative technique uses multiple points of view in recounting the stories. In these four pairs of mothers and daughters’ stories, there are sixteen interlocking tales. The stories are divided into two parts, one for the daughters and one for the mothers. â€Å"The mothers are all depicted as strong and determined women who play significant roles in the daughters’ lives. † Hendrickson considers this as a unique technique. In Jing-Mei Woo’s story (Two Kinds), a high standard of maternal expectation is manifested as Jing Mei’s mother forces her to practice playing the piano. This vivid depiction shows the significant role of the mother in the story. Through the significant presence of the mothers, Tan reinforces the conflict between the mothers and daughters that stems from their cultural and generation differences. In addition, misunderstanding arises due to their linguistic differences. Hendrickson believes that the central theme of The Joy Luck Club is the lack of shared languages and cultural logic between the Chinese immigrant mothers and the American-born daughters. Nevertheless, the mothers are not given any insignificant roles in the stories and their concerns are noteworthy in this novel. The second narrative technique that Hendrickson pointed out is the presence of realistic dialogues. In the story, the mothers are speaking imperfect English. Tan directly captures these dialogues and clearly shows it to the readers. Thus, the linguistic and cultural differences between the mothers and daughters are directly felt throughout the story. This is one of the remarkable features of the novel. Hendrickson also criticized the racial identity and the concluding part of Jing-Mei’s story. However, this part will not be discussed since it is no longer related to the chapter, â€Å"Two Kinds†. Hendrickson considers the mothers in The Joy Luck Club as â€Å"heroines†. They are different in comparison with other Asian American literature that has portrayed them as discreet and modest. Because of their significant presence and Tan’s unique narrative techniques, The Joy Luck Club is considered as a special and excellent literary work. Response: The chapter, â€Å"Two Kinds† may provide us with a minute idea of the existing conflict between two generations of women who were raised in two different environments – the mothers in an oriental country and the daughters in a western environment. However, without the benefit of viewing the film and reading the novel, one would not be able to imbibe the conflicting reality of seeing families of the same race living in conflict as a result of generation and cultural differences. Fortunately, I have seen the film, â€Å"The Joy Luck Club† a few years ago and without a doubt, the movie is great. Although I have not read the entire book, I could only imagine the novel to be as good if not better. Personally, I agree with the critic, Shu-Huei Hendrickson’s opinion in the conflict between Suyuan (mother) and Jing-Mei (daughter). The daughter, Jing-Mei was born in the United States while the mother, Suyuan was born in China, and later immigrated to the US. In most family situations, mothers and daughters tend to establish a close bond but this kind of relationship was not present between Suyuan and Jing-Mei. Both were emotionally apart and they have not developed a close relationship. Since Jing-Mei was raised in a country where freedom of choice abounds, her young mind could not accept her mother’s desire to have a daughter who is willing to obey and follow everything that a mother says. Forcing her to take piano lessons against her wishes only made their relationship worst. On the other hand, Suyuan does not understand her daughter’s desire to establish her own identity and independence. For Suyuan, the road to success in the US requires one to speak the American language fluently. Hence, she compelled Jing-Mei to speak in perfect English. Suyuan desires the best for her daughter as she does not want her to experience the painful life that she had in China. This however was not fully accepted by Jing-Mei. Language barrier and cultural gap has widened the difference between the mother and the daughter. Suyuan’s dream of giving Jing-Mei the best of life is often misunderstood by her daughter who wanted to be free from the clutches of her mother. Since I am a student from China, I can relate to the story than most American readers. Suyuan’s hopes and dreams for her daughter are common among parents in my country. In China, people do not enjoy the freedom to do whatever they want. We are not given the opportunity to achieve our dreams. When we set foot in the United States, we want to identify with the Americans and embrace the country that is known as the land of freedom and hope. Our thirst for freedom is so intense. Chinese-American people who were born in the US like Jing-Mei have never experienced the life of those who lived in China during the nineteenth century where freedom never exist and people’s lives were in the hands of the communist government. I agree with Hendrickson’s view that Amy Tan uses the first narrative technique in writing her novel effectively. She uses many dialogues that project the voices of mothers and daughters. I can also relate to the challenges of trying to speak English fluently while thinking and translating Chinese words into English when I saw the scene where Suyuan speaks imperfect American English while shouting these words to Jing-Mei, â€Å"Only ask you be your best. For your sake. You think I want you be genius? Hnnh! What for! Who ask you! † Amy Tan has mastered the use of narrative technique in ways that many writers could not imagine. Her unique and effective techniques have drawn many readers to read her novel, watch the movie and relate to the challenges of two generations of women who are living in the land where freedom abounds and dreams turn into reality.

A Comparison Between The Works Of Amedeo Modigliani And Jacques Villon :: essays research papers

Italian-born Cubist painter, Amedeo Modigliani (1884-1920) and the French, Jacques Villon (1875-1963), both painted vibrant and expressive portraits during the early twentieth-century. In this case, the chosen portraits are Modigliani's "Portrait of Mrs. Hastings", 1915 and Villon's "Mme. Fulgence", 1936. Both of these compositions are portraits. Nothing is of more importance than the sitter herself. The female sitter in Modigliani's piece, sits in an almost dizzying pose with a twist in her elongated neck (a Modigliani trademark), a stylized and mask-like head and a columnar neck. All of which give the sitter a blank and ashen expression. She looks at the viewer, head-on with a most piercing air in her eyes. In Villon's case, his female sitter has been created solely with the use of layered colours and a very random synthetist outline technique (a similar technique the post-impressionist painter Gaugin used). Modigliani outlines his figure moreso in black than Villon. Mme. Fulgence's age is understood by the strong dynamic colour quality that has been used to break her face apart. In a way, these colourful divisions act as wrinkles. For instance, the chunk of layered pink on her lip creates a scowl and the heavily applied white on her nose helps it to seem upright; a 'snobbish' upturn. Colours such as the orange, have been used to highlight her left cheek and only visible ear. With these effects, the viewer sees Mme. Fulgence as a very proper and'posh' (if you will) woman. Bitterness is only a common linkage with the other attributes. Modigliani's Hastings on the other hand seems to be an intense woman of a compassionate nature. Both of these pieces have relied heavily on the expressive and wild use of colour to create emotional expressions and unerring form. Both of these portraits are created using oil paints--Modigliani's on cardboard and Villon's on canvas. The most important element that draws their work away from the mainstream is their heavy application of paint. Although they both apply their colour liberally, Modigliani's strokes are thick, jagged, and for the most part random. His brushstrokes are also particularly long, whereas Villon's are short and brief. Modigliani uses monochromatic hues of red to create the prominent colour of the piece and like Villon, he has used a very vague background to express the importance of his sitter. Colour is of equal importance in both pieces as it draws the viewer in and allows the viewer's eyes to be brought around the piece. Modigliani has split his background from top to bottom, using red and strokes of burnt sienna at first, then an auburn and deeper red for the bottom.

Conflict between Trade Unions and Management Essay

According to Fox, a manager should have an alternative ‘frame of reference’ that will help in analysing employee relations. Many managers use unrealistic ‘frames of reference’ that end up distorting the existing facts thus making solutions very elusive. Fox further explains that there is the need to develop an efficient and effective frame of reference that can view industrial relation conflicts in a realistic manner offering proper solutions (1966. Pp. 34). Fox is against some unrealistic ideologies that are used by managers to serve their interests forgetting the needs of employees. According to him workplace ideologies cannot and will never solve conflicts at the work place. Ideologies should be in a position to persuade, self reassure and legitimise work-related issues. It is clear that Fox was against the Unitarists’ view and was in support of Pluralism. According to Fox, the ideology that defines Unitarism is being abandoned because of its incongruent nature of reality (1966, pp.38). Unitarism and Pluralism UnitarismAccording to Fox, there exist two frames of reference, namely Unitarists and pluralist perspectives. Unitarism view conflict as very unnatural and something out of the ordinary, hence its abnormal nature. The Unitarists, as a result, try to eliminate conflicts that exist in the workplace. Unitarists believe clashes in the workplace arise due to poor management and lack of proper communication. Managers with poor communication and administration skills are to blame for any conflicts that result from the workplace. However, other conflicts may also be as a result of few employees that want to start trouble and chaos at the workplace (1966, p. 17). According to Fox, the main elements of Unitarism include a single authority in a Company that has no opposition at all (1966, p.7). In addition, they agree that the organizational managers’ role is to encourage employees to remain loyal and committed to the Organization (Budd et al., 2004, pp. 36). Lastly according to Collins et al. (2005, pp. 23), Unitarists believe that organizations mainly function as teams and, as a result, they have mutual goals to achieve. It means that they have no conflicts of interest among them including between managers and employees. Unitarism support the joining of hands between the managers and employees to achieve shared goals, values, vision and interests as the managers lead by example through active leadership to help in attaining set goals. They believe that conflicts in an organisation negatively affect its operations leading to disloyalty leading to the impairment of many Companies. They believe that the Government is autonomous and should shape the systems in industrial relations. Pluralism According to Collins et al. (2005, pp.987), Pluralists suggests that an organisation has many stakeholders involved in decision-making and pushing their interests. Conflicts, in such environments is standard and cannot be avoided thus the need for managers to handle it in an amicable manner. Pluralists support collective bargaining. According to Fox (1992, p 9), Trade unions do not introduce conflicts in organizations but the conflicts are endemic. If conflicts are handled well, both stakeholders will benefit, and collective bargaining is the path to take. Managers can even become creative in containing conflicts by reaching best agreements and creating very efficient methods of addressing the issues. Conflict in the labour market Conflict is defined as a discontent that comes from a perceived collision of individuals’ or groups interests and desires, when everyone takes a different expression or opinion. Conflicts in the labour market are unavoidable, but if well managed by the involved stakeholders, it can lead to improved performance. Industrial conflict often occurs when the workers are expressing their frustrations with their leaders in management over the way current affairs are being run in the organization. The main causes of conflicts include disagreeing on salary payment, wage increment and remunerations as stated in the employment contracts. Forms of conflict Employees may choose to express their dissatisfaction either in a formal or informal manner depending on the issue being raised. Formal methods of expressing dissatisfaction are well planned and organised in advance while Informal ones occur spontaneously and have no organisation taking the managers by surprise. Types of organised/ Formal conflicts Strikes According to Collins et al. (2005, pp.117), a strike occurs when an employee temporarily withdraws his/her services, an action that is against the employment contract. Strikes are formal industrial conflicts that are organised by respective trade unions that represent workers in various organisations. Trade unions represent the employees to ensure that their working conditions and payments are abiding by the laid down rules. During strikes, trade unions try to eliminate any possible alternative that employers can use to get services denied by the employees. A strike will continue until the top leadership in the organisation address the matter at hand, addressing the issues that caused it in the first place. Work-to –rule According to Budd et al, (2005, pp.44), Work-to –rule is a formal conflict in labour relations where the employees observe all the legal conditions in their employment contracts and deliberately refuse to use their initiative by acting rigidly and like machines that have already been programmed. An example may include nursing staff who refuses to answer Doctor’s calls because it is not included anywhere in the employment contract. Another example may involve a stenographer that refuses to change the grammatical errors committed by her employer because her primary role is only to transcribe. Work-to –rule is not illegal; therefore no employee can be punished, despite it slowing down performance progress in the organisation Protests and demonstrations Workers may also demonstrate against management’s action to undermine their rights. Demonstrations are legal as long as the employees observe the federal laws. Demonstrations may be organised by trade unions representing the employees. Types of unorganised/ informal conflicts Absenteeism According to Collins et al. (2005, pp.124), absenteeism is an informal conflict in the workplace where workers deliberately refuse to go to work. However, absenteeism may not be an industrial conflict because employees may fail to report to work because of many varied reasons for sickness or injury. When employees fail to go to work and they do not give grounds for the absenteeism either prior or after; then it is considered to be an informal conflict. Absenteeism reduces revenue and productivity of organizations, hence management need to come up with strategies that will avoid it. Sabotage Sabotage is a deliberate damage of employees’ reputation and production by employees as a means of expressing their grievances. Workers may choose to slow down production, disable machines used in processing, slander the Company or directly destroy the firm’s property. Most employees that carry out sabotage hide themselves but are willing to avail themselves when the pressure hits up. Resignation Many employees may choose to resign from their positions and even head to the rivalry company as a result of a protest against certain management practices. It may affect the reputation of the Company or even make the firm loose its competitive nature due to losing best employees to their competitor. Theft Employees may choose to steal from their employer as a protest for poor payment. Workers may organise to steal organisations’ consignment meant for their clients or Production purposes ruining their reputation. Legal regulation of conflict in the United Kingdom The United Kingdom labour laws describe strikes as illegal and, as a result ;nobody is allowed to conduct a strike. However, employees can express their grievances through their trade unions or Labour relations as stated in the Consolidation Act 1992 (TULRCA 1992). Any employees taking part in a strike are required to give a notice to the affected employee and get its members to ballot; if they get a majority vote then the industrial action can go on.Legislations in the United Kingdom labour laws that focus on employee rights are in support for Individualism as compared to collectivism Jurisdictions. Individual Conflicts According to Collins et al, (2005, pp.1024), any organization that is aiming at improving its operations need to minimise the individual conflicts at the place of work. Good managers can also turn the individual conflicts to benefit the firm by understanding every employee. Managers can conduct feedback and interactive sessions as well as face-face meetings with its employees. In addition, every manager should understand the dislikes and likes of his staff including their strong and weak points. Leaders should learn to value their employees’ opinions to make them feel valued. They can go ahead and give leave days to employees that look frustrated and tired. When an employee is found to have committed an offence it is very crucial for the managers to handle the disciplinary action with uttermost care. How to resolve individual conflicts Discipline is an action taken against a person that has failed to confine ton the rules set by a Company of where he works. Grievance on the other hand is a condition on employment terms that appear contrary to the stated rules in individual or collective contracts. It is important for the employees to ensure that: Employees understand what their standard of performance and conduct is and the consequences of failing to meet the standards. Managers should identify the obstacles that can make employees not to meet the standards and look for solutions. Both employees and employers should agree on objectives and timeframe to achieve. Employer should resolve a dispute using the employment tribunal If an employee is dismissed the manager should be able to prove to the tribunal that the due process was followed (Clegg, 1979, pp. 21). Collective conflicts According to Collins et al., (2005, pp.24), Individual employees face many problems like low wages, lack of incentives and poor working environment. Even though, the workers face the problems individually, they cannot attract the managers’ attention due to lack of bargaining power. When trade unions address the issues, then it becomes a collective conflict, and it increases the bargaining power of the employees rather than solving a case by case scenario. Trade unions play a significant role in collective conflicts by increasing the bargaining strength of workers in various employment situations collectively. Collective bargaining assists employees in presenting their grievances and ensures that management does not take a unilateral step or decision. Conflict resolution mechanism It is important for management to realize that conflicts at the place of work are inevitable. Employers and employees will always have issues especially in relation to employment contracts and wage payments. Management should come up with an employment tribunal that will deal with the problems whether individual or collective. When some of the conflicts are so complicated, there is the need for mediation to take place as soon as possible. Employers need to address issues at the workplace as quickly as possible. Postponing will only make the situation more complicated. Mediation helps a lot in solving conflicts before they become more complex. It provides a neutral ground fro employer and employees’ to discuss their issues and come up with solutions that are mutual. Mediation should encourage open communication and should be done by professionals that can develop solutions. According to Collins et al., (2005, pp.124), leaders should define to their employees what protocols to observe to reduce conflicts. It is important for them to create a framework that will encourage good business practices, team building, and talent management. A manager should clearly state actions that will not be tolerated. In addition, it is important for organisations to hit conflicts facing them head-on. Employers should seek out issues that will bring conflicts and intervene as soon as possible. This will help avoid some conflicts from coming up. Clegg believes that before solving conflicts it is essential for every party to understand the ‘what’s in it for me’ factor. It is very critical for all sides ton understand the motivation of others before trying to resolve the conflict. Avoiding conflicts by helping others achieve their objectives will provide a platform to conflict resolution (1979, pp. 22). Stakeholders in conflict resolution in the labour market Trade Unions and Employees. According to Trade Union & labour Relations (Consolidated Act 1992) a trade union is an organisation with workers as its members, whose primary function is to regulate the relationship between employees and employers or Employers’ Unions. The main purpose of a trade union is to protect and promote the interests of their workers who are their members.Trade unions try to get highest wage payment for its members and influence the rules and regulations that govern employment. In addition, they work as employees’ source of power as they control the government to formulate laws that benefit the employee. According to Budd et al. (2004, pp. 26), employers need to recognise trade unions because they provide a mechanism at the place of work that improves communication. It also helps to regulate employee-employer relationship. In addition trade, unions maintain active employment culture in labour relations. Most employers, however resist trade unions because the pose a challenge to the authority of the leaders in the organisation causing potential disruption of work at the firm. Some unions may not be willing to co-operate promoting rise in strikes and strives. Many managers prefer other useful channels of addressing employees’ grievances than use of trade unions. The Government Trade Union and labour relations (Consolidated) (1992, p. 108), defines the government as a state of the day, including the other agencies that perform their will through implementation of labour policies and their legislation. The government may be an employer, income regulator, rule formulator, manpower moderator or the protector of employees, thus the wide responsibility. The employer According to Fox (1966, p. 6) the employer is responsible for supplying its workforce with employment contracts that are favourable and abide by the labour laws in the United Kingdom. At the same time, they should provide a working environment that is beneficial to the employee. As much as their primary goal is to maximise profits it is important for the employer to mind the needs of a worker. Budd et al. believes that the company should acknowledge trade unions and use them as opportunities to move to the next level. Trade unions push employees’ agenda and if companies can use the issues raised to benefit the employee then performance will improve automatically as most employees will feel satisfied (2004 pp. 14). Conclusion Organisational conflict, trade unions, Governments, employers and collective bargaining are critical areas of interest in labour relations. Fox’s views on unitarism and pluralism clearly bring out the conflicts that arise at the workplace. According to Fox, the Unitarism perspective explains that what benefits the employee will automatically benefit the employer and conflict should not be taken as a typical phenomenon. According to the Unitarists, many managers and workers see their organisation in a unitary shape and are impressed with existing situations. The pluralists have an opposite view, however, arguing that what benefits the Company disadvantages’ the employees with the reverse being true. They believe that the interests of workers are very different from those of the employer. Due to the existence of poor labour laws, powerful Multinationals and desperate competition of employees, there exist weak employment conditions. In order to have a balance among the competing parties in the working relationship, Fox explains that firms need to go for the pluralist view as the most efficient and effective mechanism for solving conflicts that cannot be avoided. The frame of reference developed by Fox embraces the interests of both parties hence its relevance to the present society. Conflicts can either be organised or informal with strikes, absenteeism, sabotage and work-to –rule being the most common. Many organisations should come up with mechanisms to solve both the individual and collective conflicts appropriately to avoid affecting their operations. There is the need for the Government, employees, employers and Trade unions to work together to ensure that conflicts are handled in a mature manner. References Budd, J. et al. (2004), â€Å"Why A Balance Is Best: The Pluralist Industrial Relations Paradigm Of Balancing Competing Interests†, Industrial Relations Research Association, Research Volume. Pp. 12-48. Clegg, H. A. (1979). â€Å"The Changing System of Industrial Relations in Great Britain†. Oxford University press: Blackwell. Pp. 17-37. Collins, H. Keith, Ewing, & Aileen McCoglan. (2005). â€Å"Labour Law: Text and Materials 2nd Edition, Kogan Publishers: London. PP 1-1100. Commons, J.R. (1919), â€Å"Industrial Goodwill†. McGraw-Hill: New York. Pp.125-193 Flanders, Management & Unions, pp. 172 (08/10/10) Edwards, P. (2010). â€Å"The Employment Relationship†, pp.11-12 Fox, A. (1966). â€Å"Industrial Sociology and Industrial Relations†. Donovan: London Publishers: London, pp. 1- 187. Commission Research Paper No. 3, HMSO, London. Kochan, T. (1980). â€Å"Collective Bargaining and Industrial Relations: From Theory to Policy and Practice†. Homewood, Ill. Irwin: London pp.41-128. Slides, Perspectives on Industrial Relations, Sept 2010 (08/10/10) http://pesona.mmu.edu.my (10/10/10) http://works.bepress.com (08/10/10) http://www.legacy-itc.csomumn.edu/faculty/jbudd/research/buddgomezmeltz.pd (08/10/10) Trade Union and Labour Relations (Consolidation) Act 1992. https://www.google.co.ke/?gws_rd=ssl#. Source document

Efforts to Save the Snow Leopard - 610 Words

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Definition of Ergonomics

Definition: Ergonomics is the science of work. Ergonomics derives from two Greek words: ergon, meaning work, and nomoi, meaning natural laws. Combined they create a word that means the science of work and a persons relationship to that work. In application ergonomics is a discipline focused on making products and tasks comfortable and efficient for the user. Ergonomics is sometimes defined as the science of fitting the work to the user instead of forcing the user to fit the work. However this is more a primary ergonomic principle rather than a definition. Also Known As: Human Factors, Human Engineering, Human Factors Engineering Examples: Using proper posture and body mechanics, good placement of computer equipment, comfortable handles and grips as well as efficient layout of kitchen appliances are all aspects of ergonomics.

Swot Analysis Stock Market - 5039 Words

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Osmosis in Potatos Essay Example For Students

Osmosis in Potatos Essay 18. 11. 01Osmosis InvestigationTo investigate the effects of changing the sucrose concentration on osmosis in plant cells. Water passes into cells through a special type of diffusion called osmosis. Water molecules diffuse through the membrane from a weak solution into a strong solution until the concentration is the same on both sides. A membrane that allows only certain molecules to pass through is called a semi-permeable membrane. In a plant, water passes from a weak cell sap solution to an adjoining cell with a stronger solution, as water passes in, the volume of the sap vacuole increases. When a full sap vacuole presses against the cell wall, it is said to be turgid. If water that is lost is not replaced the sap vacuole shrinks and pulls on the cell wall, the cell becomes flaccid; this is known as plasmolysis. In the cells shown below, water molecules will diffuse from the turgid cell into the flaccid cell, until the cells contain equal concentrations of cell sap. I intend to use potatoes for my investigation because these are sufficiently large, to enable all cores to be taken from the same potato, which will assist in ensuring a fair test. The concentration of sap in the sap vacuole of a potato cell is approximately 10% 15%. I intend to place a predefined weight of potato cells (0.15g) in varying concentrations of sucrose solution (0%, 20%, 40%, 60%, 80%), to see the effects of osmosis in the cells of a potato in varying levels of sucrose solution. The potato cores will be prepared, weighed and then placed in the solution and left for a certain amount of time, they will then be removed, re-weighed and the difference in weights calculated and plotted, and a conclusion reached. I have done some preliminary work into osmosis in potato cells. I weighed six potato cores, and then put three into sucrose solution and three into distilled water. After 25 minutes, I removed the potato cores from the solutions and re-weighed them. I discovered that the three in water had increased in mass and the three in sucrose had decreased in mass. This decrease was due to osmosis. I therefore predict that the potato cores in distilled water will increase in mass because the water molecules will diffuse from the solution into the sap vacuoles of the cells in the core. The water molecules will diffuse across the semi-permeable membrane, because the sucrose concentration is higher in the sap vacuole than in the distilled water. This is shown by the diagram (below left), water molecules enter the sap vacuole of the cell due to osmosis, and make the cell turgid. However, the potato cores in sucrose solution will lose water molecules to the sucrose solution, causing the sap vacuole to shrink and the cell to become flaccid. The water molecules will diffuse because the sucrose solution has a higher concentration than the cell sap. As there are varying concentrations of sucrose solution, I think that the solution with the least concentration will have the cores which lose the least mass; and the solution with the strongest concentration will have the cells which lose the most mass. I think this will occur because the larger the difference in the osmotic pressure, the faster the osmotic diffusion will proceed. A measuring cylinder was taken, and filled with 20ml of distilled water, distilled water was used, as it contained no impurities which could have caused anomalous readings. This water was transferred into a boiling tube, which was labelled and then placed in a boiling tube rack. The above steps were repeated twice, so there were three boiling tubes, each with 0% concentration of sucrose. The measuring cylinder was dried and 4ml of saturated sucrose solution was added, this was emptied into a boiling tube and then 16ml of distilled water was measured into the measuring cylinder and then added to the boiling tube to give a 20% concentration of sucrose. (It was decided that saturated sucrose solution could be taken as 100%, for the purposes of this experiment.) This boiling tube was then labelled, and placed in the rack, and the above steps repeated twice. The above steps were repeated until there were 15 boiling tubes; 3 with 0% sucrose concentration, 3 with 20%, 3 with 40%, 3 with 60% and 3 with 80%. There were three of each solution to enable three readings from each level of sucrose concentrationto be made, and therefore an average reading could be calculated. .uc9d4db71086914764d6b76c03813d5b5 , .uc9d4db71086914764d6b76c03813d5b5 .postImageUrl , .uc9d4db71086914764d6b76c03813d5b5 .centered-text-area { min-height: 80px; position: relative; } .uc9d4db71086914764d6b76c03813d5b5 , .uc9d4db71086914764d6b76c03813d5b5:hover , .uc9d4db71086914764d6b76c03813d5b5:visited , .uc9d4db71086914764d6b76c03813d5b5:active { border:0!important; } .uc9d4db71086914764d6b76c03813d5b5 .clearfix:after { content: ""; display: table; clear: both; } .uc9d4db71086914764d6b76c03813d5b5 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uc9d4db71086914764d6b76c03813d5b5:active , .uc9d4db71086914764d6b76c03813d5b5:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uc9d4db71086914764d6b76c03813d5b5 .centered-text-area { width: 100%; position: relative ; } .uc9d4db71086914764d6b76c03813d5b5 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uc9d4db71086914764d6b76c03813d5b5 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uc9d4db71086914764d6b76c03813d5b5 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uc9d4db71086914764d6b76c03813d5b5:hover .ctaButton { background-color: #34495E!important; } .uc9d4db71086914764d6b76c03813d5b5 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uc9d4db71086914764d6b76c03813d5b5 .uc9d4db71086914764d6b76c03813d5b5-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uc9d4db71086914764d6b76c03813d5b5:after { content: ""; display: block; clear: both; } READ: Judge Declares Microsoft A Monopoly EssayA potato from the Desiree family was taken, a tile was put on the bench and a core remover was used to take fifteen cores from the potato. All cores were taken from the same potato to help ensure a fair test. Safety precautions were put into practise. We used a tile on the bench so that the bench would not be damaged, and were careful not to push the corer into our hands. Boiling tubes were held safely in racks. The cores were then sliced up on a new tile using a scalpel, until they were all approximately the same length and weighed using a top-pan balance to check that they all weighed in the region of 0.65g. The cores were then put into the solutions in the boiling tubes, and a stopwatch was started. The cores were started with two minute intervals between each start time to allow suffiicient time when they were finishing to be weighed and disposed of. If this time had not been allowed, some cores would have had more time in the solutions than others causing an unfair test and a false conclusion. After one hour, the potato cores were removed, dried on a paper towel to remove any excess surface water and re-weighed on the top-pan balance. The results were noted in a table and the difference in mass was calculated by dividing the final weight by the original weight, multiplying this by one hundred, and then calculating the difference between the number and one hundred. When all the differences in mass had been calculated, they were plotted on a graph. The apparatus was set out as shown below;A total of fifteen measurements were made during the investigation, three for each of the sucrose concentrations. This was undertaken to help improve the reliability of the results and prevent any anomalous results giving a false conclusion. On the table below, the average mass lost/gained for each sucrose concentration has been calculated. Sucrose ConcentrationBefore (g)After0.630.74+ 170.640.77+ 200.690.81+ 17+180.690.66- 40.670.63- 60.690.67- 3-40.680.55- 190.640.52- 190.690.55- 20-190.640.48- 250.650.50- 230.640.49- 23-240.660.47- 290.670.49- 270.660.48-28-28The potato cores left in distilled water have increased in size; they were very firm or turgid, water had diffused into the potato cells by osmosis. The potato cores left in concentrations of sugar solution have decreased in size, they were very soft or flaccid, and water had diffused out of the potato cells by osmosis. From the results of this investigation, the conclusion may be drawn that the higher the level of sucrose concentration, the more rapidly osmosis takes place. The bar graph above compares the mass difference at the different levels of sucrose concentration. From this graph, we can see that as the sucrose concentration increases, the mass percentage decreases. When this is shown on a line graph, we find that there is a correlation between the results, supporting the conclusion that the stronger the concentration of the solution outside the cell, the faster plasmolysis occurs. The conclusion of this investigation supports the original hypothesis that the potato cores in distilled water will increase in mass and that the potato cores in sucrose solution will lose mass. Also, the solution with the lowest sucrose concentration will have the cores which lose the least mass, and the solution with the strongest sucrose concentration will have the cells which lose the most mass. I think that this investigation went well and that the results were fairly accurate. There were a few anomalous results, but because several readings at each concentration were done, these anomalous results did not disrupt the overall graph or the conclusions. The anomalous results were probably caused by a difference in the surface area of the cores which was due to imprecision during the cutting procedure. If this experiment was repeated, or a similar one undertaken, greater accuracy during cutting could probably prevent these anomalous readings occurring. I have several proposals for further experiments to provide additional evidence for my conclusion. I would like to undertake another experiment with sucrose concentrations at 5% intervals from 0% to 100%. I would like to do this as I feel it would provide a better and more reliable set of results and a more justified conclusion. When there are more concentrations the shape of the curve shape can be seen more clearly, I suspect th at at the lower concentrations of sucrose the graph falls more steeply, flattening off at higher concentrations. I would also like to conduct an investigation, in conjunction with this experiment, to calculate the concentration of sap within the vacuole. To do this, I would find between which parameters the curve crosses the x-axis of sucrose concentration and retest at every 1% between these two parameters until I have found the concentration which contains a core that neither gains nor loses mass. This osmotic concentration would be the equivalent of the sap in the vacuole. .u9b7e0de969083a5183f6335b05e83b35 , .u9b7e0de969083a5183f6335b05e83b35 .postImageUrl , .u9b7e0de969083a5183f6335b05e83b35 .centered-text-area { min-height: 80px; position: relative; } .u9b7e0de969083a5183f6335b05e83b35 , .u9b7e0de969083a5183f6335b05e83b35:hover , .u9b7e0de969083a5183f6335b05e83b35:visited , .u9b7e0de969083a5183f6335b05e83b35:active { border:0!important; } .u9b7e0de969083a5183f6335b05e83b35 .clearfix:after { content: ""; display: table; clear: both; } .u9b7e0de969083a5183f6335b05e83b35 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u9b7e0de969083a5183f6335b05e83b35:active , .u9b7e0de969083a5183f6335b05e83b35:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u9b7e0de969083a5183f6335b05e83b35 .centered-text-area { width: 100%; position: relative ; } .u9b7e0de969083a5183f6335b05e83b35 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u9b7e0de969083a5183f6335b05e83b35 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u9b7e0de969083a5183f6335b05e83b35 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u9b7e0de969083a5183f6335b05e83b35:hover .ctaButton { background-color: #34495E!important; } .u9b7e0de969083a5183f6335b05e83b35 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u9b7e0de969083a5183f6335b05e83b35 .u9b7e0de969083a5183f6335b05e83b35-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u9b7e0de969083a5183f6335b05e83b35:after { content: ""; display: block; clear: both; } READ: Karl Marx Persuasive EssayAs an extension to this investigation, I would run two experiments in parallel. All cores would be from the same potato, but one would run for an hour, as this one did and for the other the cores would be left in the solutions for longer, perhaps 24 hours, to establish if one hour is the end point of the osmotic diffusion. Bibliography: