Find one instance of the importance of buffers to life or to the environment and write a SHORT paragraph about the chemistry, referencing all sources.
Based upon the introduction in your lab manual, what are you trying to find with your experiment?
Based upon the purpose of your experiment, what claim can you make using your experimental evidence?
Table(s) of your results. Include expected, experimental, and % error as appropriate.
Discussion of your results.
Which buffer had the highest capacity for added acid? Is this consistent with your expected results? Use a graph and a table of your experimental results to support your conclusion.
Which buffer had the highest capacity for added base? Is this consistent with your expected results? Use a graph and a table of your experimental results to support your conclusion.
Uncertainty and Error in measurements.
Identify possible sources of uncertainty and error in your measurements
Comment on the relevance for each possible source of error. Based on the magnitude and direction of the error source and evidence from your laboratory notebook, determine if each source of error is relevant for your results.
HRM also manages the technology by hiring the right workforce or alternatively developing/training the existing workforce in response to technological change. Changes in technology can contribute to obsolescence of the working force which would spill over to the organization not achieving its objectives (Jackson, 2007). HRM office must always find the most appropriate method of counteracting a technological shift by either hiring people with the needed expertise or by training the existing one. In developing an organization culture the later would be more appropriate. If the earlier alternative is adopted, the competition pressure in compensation must be properly dealt with. HRM is also important in designing and management of strategic HR planning. Strategic HR planning is the informed projection of the organizations needs for the appropriate employees, both in quantity and quality, and balancing off this with the organizations ability to sustainably meet the demands of those employees for a substantial period of time in the future. As such, the budgetary constraints associated with right hiring are cheked.HRM needs to make these projections in agreement with the line/functional management’s assumptions. It is also the responsibility of HRM to initiate, alter and manage job design. Job design is the arrangement/rearrangement of work that is aimed at checking or overcoming employee’s job dissatisfaction and alienation resulting from repetitive tasks. In curbing this state, the HRM office should conduct job enrichment, job rotation, job enlargement and job simplification exercises. All these procedures are aimed at raising productivity levels which is the ultimate goal of the HRM’s office. In cases of mergers and acquisitions, it is the sole responsibility of the HRM’s office to rationalize, orient and harmonize the human resources in the involved organizations. The fundamental issues behind mergers and acquisitions are, more often than not, undesirable and unwelcome by employees (Bilsberry, 2005). The task of making an otherwise unpleasant issue acceptable lies squarely at the HRM’s office. Moreover, since work environments are different across organizations, the HRM must orien>GET ANSWER