Waterborne Essay Example Pdf - Free Essay Example

Sample details Pages: 9 Words: 2601 Downloads: 5 Date added: 2017/06/26 Category Chemistry Essay Type Research paper Did you like this example? What are the application differences of a Polyurethane dispersion coating compared to a solvent based polyurethane and what are the advantages upon each other? A polyurethane coating is a versatile product with many advantages upon other coating systems. A major disadvantage of classical, solvent based polyurethane coatings, are the volatile organic compounds (VOCs) present in the wet state. New regulations force formulators to keep the VOC content below 350 g/l. Don’t waste time! Our writers will create an original "Waterborne Essay Example Pdf" essay for you Create order Recent developments dealt with this problem. Developers have succeeded in making a polyurethane dispersion in water, eliminating most of the volatile organic solvents. However, the costs of a so called water borne polyurethane are higher than that of a solvent based polyurethane. A question that may arise is whether or not the dispersed polyurethane performs the same way as the classical, solvent based, polyurethanes and whether or not it is worth the money. Besides possible differences in performance, processing techniques may differ. The goal of this investigation is to give an overview of the differences between the performance, processing and cost between a polyurethane dispersion and solvent based polyurethanes. The major formulations of both types will be summarized and compared to find the best coating. The chemistry of PU A polyurethane (PU) is a polycondensation reaction product of an isocyanate with a monomer. The isocyanate must have at least two functional groups and the monomer at least two alcohol groups. The catalyst for the reaction can be a tertiary amine like dimethylcyclohexylamine or organic metallic materials like dibutyltin dilaturate. The condensation of a cyanate with a hydroxyl end-group results in a urethane linkage. Both the isocyanate and the hydroxyl alcohol (diol) need to be bi-functional to form polyurethane. The reaction mechanism of the formation of PU catalyzed by a tertiary amine is given by: Figure 1: reaction mechanism of the catalyzed condensation reaction of PU by a tertiary amine Many isocyanates can be used but MDI, aliphatics such as H12MDI, HDI, IPDI and TDI are the most widely used among others. MDI consumption exceed 45% of the total amount of isocyanates used, closely followed by aliphatics (35-40%) and TDI (15%). Whilst the reactivity of the isocyanat e determents the rate of the reaction, the main properties of the PU is devised from the diol. As with the choice of an isocyanate, a wide variety of diols can be used. EG, BDO, DEG, glycerin and TMP are all useable. For hard and weatherable coatings acrylic and polyester polyols tend to be preferred. Polyols with a low molecular weight as the main reactant produces polymer chains with more urethane groups hence a harder and stiff polymer is formed. High molecular weight polyols however produces a more flexible polymer. Also a low functionality long-chain polyol produces soft and flexible PU while short-chain polyols with high functionality makes more cross-linked products which are more rigid. Different types of PU formulations PU coatings can be divided into two main groups, namely into 1 and 2 pack systems (1k and 2k). The 1k system basically contains a dissolved, fully reacted PU whilst a 2k system can contain partially reacted PU and unreacted monomers. Both systems can be solvent-based or waterborne. Furthermore there are several curing (or drying) systems known, each resulting in different performing coatings. Two-component or 2k As mentioned briefly 2k systems are reactive and the primary reaction is of isocyanate with polyols. The main disadvantage of a 2k system is the pot-life. When the isocyanate is added the mixture begins to react and hardens. However, the main advantage of a reactive system is the outstanding mechanical performance. Because the PU particles react and crosslink, an endless polymer forms which is hard and chemical resistant. Two-component systems include solvent-based and waterborne formulations. Solvent-based 2kcoatings are obtained by mixing aliphatic isocyanates with polyester polyols or blends of polyester with acrylic grades. Formulations like these cure by partially physical drying and cross-linking with the isocyanate. Solvent-based 2k formulations are mostly used in the automotive and aviation industry as a finish coating. Waterborne 2k coatings are formulated with dispersible isocyanates and water-dispersible polyols such as polyacrylates or emulsifiable polyesters . The most commonly used isocyanate is a HDI trimer but IPDI trimers can also be used. Aromatic isocyanates cannot be used in waterborne formulations because they react dangerously with water. Dispersible isocyanates can be used as such or can, by partial reaction with a dispersible polyol, be emulsified, making it easier to mix. However some waterborne systems still need up to 10% co-solvent to form a homogeneous finish. These formulations cure by partially physical drying and by cross-linking but can also be thermally cured at temperatures ranging from 20 ËÅ ¡C to 80 ËÅ ¡C. Waterborne 2k systems are frequently used as protective coatings in the transportation, machinery and furniture industry. Their high flexibility also makes it possible for use on polymeric and wooden surfaces. One-component or 1k A 1k PU coating consists of partially reacted polymers (prepolymers) which are liquid at room temperature. These prepolymers are synthesized by reacting MDI, HDI or TDI with a polyester or polyester polyols. The main advantage of a one-component system is that no mixing is required and pot life is no issue. 1k systems are storage stable with a shelf life of up to six months. However a disadvantage is that most 1k formulations are not cross-linked making them less hard and vulnerable to solvents. 1k formulations are broadly used as maintenance and repair coatings for their ease in application and mechanical behavior. They are used for painting steel constructions such as bridges and other large steel structures where corrosion protection is needed. Solvent-based 1k coatingsare obtained through reacting aromatic or aliphatic isocyanates (MDI and IPDI) with polyesters or polyether polyols. This reaction forms high molecular weight linear PUs. Commonly used additives are cha in extenders. Curing occurs by evaporation of the solvent but 1k systems can be formulated so they cure by oxidation, with moisture and even by UV-radiation. Waterborne 1k or better known as PUDs are fully reacted polyurethane systems. The PU particles have hydrophilic groups in their backbone and are maximum one tenth of a micrometer in length, dispersed in water. This makes a both chemically and colloidal stable mixture (Figure 2). A PUD can also be formed by incorporating a surfactant. PUDs are currently very popular because they are environmentally friendly, but still being able to perform reasonably. Because PUDs are relatively expensive they are mixed with acrylic grades to lower the material costs. However more acrylic means less hardness. 1k waterborne formulations can cure physical, by oxidation and by UV-radiation. There are formulations at the market containing no solvent. These coatings find their application in the building sector. To obtain solvent-free formulations MDI is reacted with polyether or oil-modified polyester polyols. To obtain higher hardness chain extenders and catalysts are added to the formulation. Drying systems As mentioned above the way a coating cures strongly effects the final performance of the coating. The way a coating dries is dependant of its formulation. A 2k system can cure on air, by heat and under influence of UV. One-component systems can cure physically, with moisture, by oxidation, under influence of UV-radiation and by heat. Physical drying basically means that the solvent containing the PU evaporates, leaving the PU to form a film. A major disadvantage of this way of drying is that there is no cross-linking between the PU particles. This drying mechanism affects some one component systems. UV curing coatings can be formulated as solvent-based or waterborne and both 1k and 2k. In a UV-curing formulation the catalyst is inactive in absence of UV-radiation; this behavior is seen with a photo-initiator. When UV-radiation hits the catalyst it unblocks and becomes active and initiates the curing. A schematic representation of this process is shown in Figure 3. UV-cur ing coatings are predominantly used as automobile finishes as it has unmatchable hardness and gloss. Oxidative drying is a process which is used with a special type of 1k PU coatings. So called oil-modified PUs (OMU) are synthesized through an addition reaction of isocyanate with a hydroxyl bearing, fatty acid modified ester (TDI). To obtain higher densities more isocyanate can be added but this means that more solvent is needed, as much as 550 g/l (not VOC-compliant). Natural oils like linseed oil can be used as the diol and a mineral spirit can be used as the solvent. An OMU can be solvent- or water-based and cures by reacting with air surrounding the coating. The fatty acid groups of the oil (attached to the PU) form cross-links with each other by mean of oxidation. OMUs have better mechanical and weathering properties than unmodified, non-reactive alkyds, but reactive PU coatings are superior. OMUs are predominantly used as wood finishes for their distinctive yellowi ng/aging which some formulators prefer. Moisture curing PU (MCPU) coatings are formulated with NCO-terminated PU prepolymers. The NCO groups react with atmospheric moisture which produces a amine-group. This further reacts with remaining isocyanate to form highly cross-linked urea-networks. MCPU coatings have superior hardness, strength and stiffness. Even though the coating is cross-linked a MCPU has a relatively high flexibility. Because a MCPU cures with moisture this strongly affects the storage stability. Thermal curing formulations are based on deactivated isocyanate mixed with a polyol. This semi-one-component formulation is stable at room temperature but when heated (100-200 ËÅ ¡C) the deactivated isocyanate unblocks and reacts with the polyol, the same way as a reactive 2k coating. The isocyanates (aromatic or aliphatic) all have one active hydrogen. For blocking the isocyanate caprolactam is mostly used. A different way of blocking the isocyanate is creatin g uretidinedione or dimer links. Thermally cured coatings find their main usage on surfaces which need to withstand excessive heating and cooling cycles. An overview of all the PU coatings with their distinctive curing system is shown in Figure 5. Testing the coatings To make a comparison of different types of PU coatings the performance of a coating need to be tested. Because of the broad application possibilities of PU coatings and because of the need of a wide variety of different characteristics, the comparison will be narrowed down to floor coatings. Floor coatings are tested on mar and scuff resistance, taber abrasion, chemical resistance, color and KÃÆ' ¶nig hardness. Because thermal cured coatings are not applicable as flour coatings these formulations will not be used in the comparison. Moisture curedà ¢Ã¢â€š ¬Ã‚ ¦ Mar and scuff resistance Mar and scuff resistance or simply put resistance to marking can be measured by several methods. One of them is the pendulum method which consists of a pendulum arm with a hard-wood block attached to the end. The weighted block hits the coated panel four times and the average 20ËÅ ¡ gloss of the coating is measured before and after the test. The results are expressed as percentage 20ËÅ ¡ gloss retained and visual assessment of the panel (scratching and scuffing). Taber abrasion To test taber abrasion can be described as wear resistance. To measure abrasion resistance an arm is weighted with 1000 gram weights and attached to abrasive wheels (mostly consist of minerals). The arm makes 1000 cycles over the substrate. The initial weight of the coated substrate is compared with the weight after the test. The results are expressed in milligrams removed. Chemical resistance Chemical resistance is determined of dry films using eight household stains and chemicals. Test chemicals include MEK, olive oil, several cleaning chemicals, ethanol, white vinegar, water and 7% of ammonia solution. The chemicals are applied on a two-ply square towel on the test film, completely saturating the towel. The towel with the liquid is immediately covered with a watch glass. After a period of two hours the stains are removed and the panel is rinsed and dried. The impact of the chemicals on the coating is investigated immediately after the rinsing. The surface is investigated on discoloration, blistering and softening. Each chemical is rated on a scale of 1 to 10 with 10 being no effect. Color An important property to investigate of coatings is color, especially when evaluating PU coatings, because PUs tend to yellow, especially OMUs. The initial yellowness index of a coating is measured and after a period of lighting. The difference between initial and final yellowness index is also measured as the Delta E. When this value is below 1.0 the color difference is insignificant. The higher the value the more yellow the coating has become in a period of time. KÃÆ' ¶nig hardness KÃÆ' ¶nig hardness is a method used for measuring the hardness of a coating. With this method a pendulum rocks back and forth over the coated substrate. The coating will dampen the rocking motion, slowing the pendulum down. The results with the KÃÆ' ¶nig hardness are expressed in seconds; the longer the pendulum rocks, the harder the coating. Solvent-based vs. waterborne For this comparison different formulations of each type are reviewed. Solvent-based 2k, solvent-based OMU and 2k UV are compared with waterborne OMU, 2k and a PUD/acrylic mixture. Data from sb OMU, PUD/acrylic, wb OMU and wb 2k is obtained from the article Oil-modified urethanes for clear wood finishes: Distinction or extinction by Richard A. Caldwell from Reichhold. Data from sb 2k, 2k UV and 100% PUD formulations are obtained from several commercially available coatings [à ¢Ã¢â€š ¬Ã‚ ¦]. Some values may differ because of the objective opinion of the investigator and the formulation. Some values are projected as expected where data was missing. These projections include chemical resistance of sb 2k, 2k UV and 100% PUD formulations. The taber abrasion resistance at 500 cycles of the wb OMU coating is multiplied by a statistically calculated value, using know data from other formulations, to obtain a value with 1000 cycles. As shown in Graph 1 a 2k UV coating has super ior mechanical properties (KÃÆ' ¶nig hardness and taber abrasion). This is because a 2k UV coating has a high amount of cross-linking. This can be related to the 20ËÅ ¡ gloss of the dried film. High gloss usually means high cross-linkage. The solvent-based 2k formulations perform comparable with 2k UV coatings but are slightly less cross-linked as shown in the gloss and the hardness. The waterborne formulations are all significantly softer but tend to be slightly more mar and scuff resistant. However the initial gloss values of these waterborne coatings are somewhat lower. It can also be found that the 1k OMU formulations perform better than most non-reactive coatings. However they tend to yellow and perform worse than reactive (2k) coatings. This shows that the oxidative cross-linking cannot be compared with the reactive cross-linking of 2k formulations. It is somewhat surprising that 100% PUD performs comparable with a wb 2k formulation. However the chemical resist ance and the scuff resistance are lower showing the benefits of cross-linking. Conclusion If a hard coating with high gloss is wishful UV cured 2k coatings are the best choice. The best mar and scuff resistance is obtained with waterborne formulations but these show less hardness and chemical resistance. Solvent-based systems have an overall better performance than waterborne systems but VOC regulations restrict the amount of solvents used, causing a lower amount of solids possible. This results in less cross-linking hence less hardness and chemical resistance. Even though high VOC content solvent-based coatings perform better, VOC regulations cause a shift to waterborne formulations which are increasingly performing better. During the investigation it became clear that a good comparison between different PU formulations is a nearly impossible task because of the large amount of different possible formulations of each class. Waterborne PU coatings, when properly formulated, can meet the performance of solvent-based coatings, especially when compared with VOC-c ompatible solvent-based coatings but with a higher price. Eventually VOC regulations are further sharpened causing a market shift towards waterborne formulations, making them worth the money.

Jail and Prison Comparison Paper - 1460 Words

Jail and Prisons Comparison Paper Jail is usually the first place a person is taken after being arrested by police officers. The authority of states to build, operate, and fill jails can be found in the Tenth Amendment, which has been construed to grant to states the power to pass their own laws to preserve the safety, health, and welfare of their communities. Jail is to protect the public and citizens of county by providing a wide range of constructive, professional correctional services for pre-trial and convicted detainees. Jail is also ensure the safety and welfare of staff, visitors, and offenders by operating facilities and programs in a secure, humane environment which meets professional and standards and constitutional†¦show more content†¦Prisons often have very elaborate education and vocational training programs, halfway house service, work-release programs, and recreational and entertainment facilities. The original history of the federal prison system started back in the 1890s but it was not until 1930 that president Hoover signed a bill establishing a federal prison system that would actually start the building of actual federal facilities. The federal system had been relying on the state and local levels of government to house their prisoners. The Federal Bureau of Prisons was established within the Department of Justice and charged with the management and regulation of all Federal penal and correctional institutions. This responsibility covered the administration of the 11 Federal prisons in operation at the time. As time has passed and laws have changed, the Bureaus responsibilities have grown, as has the prison population. At the end of 1930, the agency operated 14 facilities for just over 13,000 inmates. By 1940, the Bureau had grown to 24 facilities with 24,360 inmates. Except for a few fluctuations, the number of inmates did not change significantly between 1940 and 1980, when the population was 24,252, according to Federal Bureau of Prison. However, the number of facilities almost doubled from 24 to 44 as the Bureau gradually moved from operating large facilities confining inmates of manyShow MoreRelatedJails and Prisons Comparison Paper1965 Words   |  8 PagesJail and Comparisons Paper David L. Alexander CJA/234 October 8, 2012 Robin Kemp In considering the jails, as well as state and federal prisons, and in modern America, one must understand the historical contexts in which the three institutions were conceptualized and put into practice. Then a discussion of the reasons behind the drastic recent growth off these three ancient institutions must be had. 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Philosophy for Organizational Behavior- MyAssignmenthelp.com

Question: Discuss about thePhilosophyfor Organizational Behavior. Answer: Introduction Organizational behavior is an area of social science which deals on how people or employees interact and relate in the work (Ohemeng and McCall-Thomas, 2013) it examines both individual and group behavior and aspects that promote efficiency n the performance of both the individuals and the organization as a whole. As an area of study and research, organizational behavior has a variety of topics but this paper will focus on motivation as one of the organizational behavior topic. The following journal articles will be used; Human relation article, human resource management article and academy of management journal. The three journals are analyzed differently to find similarities and differences on their views on motivation. Motivation can be defined as the external and internal factors that stir up energy and desire in people to be interested continuously and be committed to a role or subject or a job to work hard towards attaining a certain goa Similarities among the three Articles Three articles may defer on their on perspectives and views on motivations but there are a few similarities in them. The first similarity is that the articles agree that people are unique and therefore different things and ways should be used to motivate. The articles suggest that there are different ways of profiling employees in order to understand their personalities and what motivates them. Such tools include motivational maps. These maps define measure and types of motivation, or may advise the managers to stop certain traits among the employees. Such maps gives the management an insight on what really makes their workers feel motivated. This in an important factor to consider since what makes one employee feel satisfied may not have the same impact another worker. (da Rocha and Rocha, n.d.) The second similarity is that in all articles, monetary rewards are valued as part of incentive motivation. This is because money will be able to provide the basic material needs to the work ers for instance housing, food and clothing. Cognitive motivation or praise of he employees is another way recognized by the articles is a way of motivating the workers. This will help them have a positive attitude towards the organization and know that their efforts are recognized thus work extra hard for the good of the organization. It was found out that he greatest way to motivate a employee s though mental motivation because this arouses an inner drive hat pushes the worker to achieve the best by all means possible. Decision making as perceived is not only for managers. It is evident that in todays, world, most managers have abandoned the old traditions and bureaucratic ideas whereby all decisions were made from the top. The contemporary managers have incorporated views of heir employees as away of motivating them and imparting a sense of belonging to them. This change has been witnessed to bring tremendous positive change in performance since the employees own the organization. Balancing work and leisure is also another way to motivate workers. A dormant worker who never has time for recreation and revetment is never motivated. He or she feels hat the organization is there to exploit and ignore his or her needs. Leisure activities such as games bring togetherness among workers apart from refreshing the exhaus ted ones (Boon, Vangrieken and Dochy, 2015). It was found out that the current technological development is a factor that has contributed to electronic leash in that people are even forced to work from home using devices like cell phone and computers to link with their clients and bosses. The last similarity is that both the academy of management journal and human resource journal emphasize that an employer can motivate a worker by not only discussing work issue but also getting into an employees personal lives for example the social life in order to know the status of their workers. By doing this, the managers make the worker to feel appreciated ad valued hence get motivated. Differences among the three Journals As much as the articles share the same views on motivation, there are noticeable differences among them. The first contrast is that human resource journal article divides the types of motivation two that is intrinsic and extrinsic .Intrinsic type refers to motivation based on the cognitive or mental part .This involves commenting on job well done and praising the worker .The other one refers to physical or reward using tangible items for example money. This is mostly material-based type o motivation. The other two articles just discuss on the general types of motivation. The human resource article is the only article that attributes bad behavior in the organization to lack of motivation unlike the others which dont raise the issue of misbehavior. According to the journal lack of motivation makes employees change their attitudes towards the organization and therefore behave recklessly. In contrast, other two articles attribute misbehavior to personal issues for example the upbringing and individuals personalities. Human resource article emphasizes that the significance that a worker gives to the work place is majorly determined by the kind of motivation he or she receives from the institution but the other two articles suggest that the value that a worker puts on the institution of work are influenced by other factors other than motivation, Such as the relationship at workplace, culture and the structure of the organization. The human (Management interculturel: Stratgie, organisation, performance, Olivier Meier, ditions Dunod, Management Sup, 2010, 2010) resource article gives detailed on needs that an organization is required to meet for it to motivate the employees. The article uses Abrahams Maslows hierarchy of needs .These needs in an order of ascending order are, physiological, safety, love, esteem and finally self actualization needs (Healy, 2016). The other two articles assume that motivation should just be in monetary form. Human resource management arti cle in contrast to other articles states that motivation is mainly the culture of the organization. Motivation is the main force used by individuals to allocate power to generate and work on innovative ideas. However, employees are only energized to go beyond their normal duties if they are only given a strong identification with the organization. The culture of the organization plays a vital role in motivating innovative and creative behavior because it can create commitment among the workers in terms of believing in the organizational values and norms related to its functioning (Kontoghiorghes, 2015). Academy of management journal and human resource journal assumes that motivation is an idea that comes from the top management in that the managers are the ones to decide on what to give the employs but the human resource journal is against that idea .It suggests that the employees are the ones t decide on what they want to be given .The managers should not dictate on the kind of rewards be it money or other material gifts. The same journal unlike the others too advises the organiza tions to try their level best in communicating to their employees may be through mails, memo and even meetings. The article assumes that an informed employee is a motivated worker. Human resource management journal also unlike the other two emphasizes that for an organization to motivate its workers; it must create a friendly working environment by providing the required devices for example computers and copiers and required meals for the workers. Reconciliation of the Contrasting Points in the Articles The articles articulate different ways through which organizations can motivate their employees to ensure that there is good performance .Some of the points are similar and some differ. The conflicting points can be harmonized to come up with achievable and realistic solutions. Human resource article proposes that misbehavior in an organization is a result of lack of motivation; this idea is not true because deviant behavior has many causes for example peer influence, individuals personalities and the environment and not manly motivation. Therefore, the article should consider other factors to come up with a concrete work n motivation. The same attitude also assumes that employees may develop a negative attitude towards the organization because of lack of motivation of which it is not true. There are so many factors that may lead to attitude change for example poor relationship among the workers can be a factor. (The relationship between organizational culture and employee motivation as moderated by work attitude, 2017) .The use of hierarchy of needs model in some way portrays that is the place of work that is expected to satisfy all human needs yet in real sense, there are some needs which can b fully met by other institutions other than work place. Human resource model hold that the main factor that can motivate the employees is the organizational culture. It is true that culture plays a vital role but when it comes to motivation there are other factors that affect it for instance the amount of income, incentives and the organizational relations. One of the articles suggests that the employees should be given the freedom to choose what they want as rewards. This may not be possible in many organizations because of financial reasons and structure. Given freedom, employees may e be unrealistic in their demands in that they might choose something too big or burdensome for the organization to acquire. One of the articles too suggests that an organization can moti vate its workers by not only engaging tem in office work but also going an extra mile of knowing workers personal lives. This may be against the rights of the employees in that some information is too private and confidential and are only family -related issues. Too much involvement of the managers denies the employee his o her right to private life. (Zarkovic, 2015) Integration of the Points in the Three Articles Motivation is the major factor that determines the performance of workers in an organization. There are two types of motivation; intrinsic an extrinsic. The former entails mental or cognitive motivation for example commending on job well done and recognizing performance. The latter is more of physical rewards e.g. money. Motivation should be done with consideration that individuals are unique meaning that whatever satisfies one worker does not necessarily do so to another employee. This means that managers should understand the employees. Inclusion of the employees also in the decision making is away to motivate the workers. When involved, they feel that they own the organization and therefore put all their efforts to see that they perform well in the different capacities they are serving. Communication is also a great factor in the motivation of the workers. An organization should try to keep its workforce up to date. An informed worker is a motivated worker. When an employee has go t all the information concerning what is going on in the motivation, he or she will be motivated to work t benefit the organization. Conducive work place is also another major factor that plays a big role in worker motivation. Availability of good working equipment and services to the employees motivate them to see the significance of the organization and therefore work whole heartedly for the organization. Application of the Integrated Information The concept of motivation is applicable in different ways for example if the workers are poorly performing because of lack of motivation, the organization must check if has been meeting the employees basic material needs hence re -adjust. Second is that the organization should not only reward people physically but also recognize good performance and commend it. Reference Ohemeng, F. and McCall-Thomas, E. (2013). Performance management and undesirable organizational behaviour: Standardized testing in Ontario schools. Canadian Public Administration, 56(3), pp.456-477. Management interculturel: Stratgie, organisation, performance, Olivier Meier, ditions Dunod, Management Sup, 2010. (2010). Management international, Kontoghiorghes, C. (2015). Linking high performance organizational culture and talent management: satisfaction/motivation and organizational commitment as mediators. The International Journal of Human Resource Management, 27(16), pp.1833-18515(1), p.103. da Rocha, A. and Rocha, F. (n.d.). EEG Mapping of Motivation. SSRN Electronic Journal. Boon, A., Vangrieken, K. and Dochy, F. (2015). Team creativity versus team learning: transcending conceptual boundaries to inspire future framework building. Human Resource Development International, pp.1-24. Healy, K. (2016). A Theory of Human Motivation by Abraham H. Maslow - reflection. The British Journal of Psychiatry, 208(4), pp.313-313. The relationship between organizational culture and employee motivation as moderated by work attitude. (2017). Journal of Administrative and Business Studies, 3(1). Zarkovic, I. (2015). Measures of electronic monitoring of employees and the right to privacy in the workplace. Nauka, bezbednost, policija, 20(3), pp.165-182. Manjili, R. (2016). Relation of Emotional Intelligence with Counterproductive Work Behavior and Organizational Citizenship Behavior among Employees of Public Hospitals of Rasht City. Journal of Health Promotion Managment, 6(1), pp.23-29. Parameswar, N. and Prasad, R. (2016). Humanistic Leadership, Organizational Culture and Corporate Citizenship Behaviour. Purushartha - A Journal of Management , Ethics and Spirituality, 9(2)

Montesquieu Essays - Political Philosophy, Politics, Government

Montesquieu In this essay I will be discussing Montesquieu, Dewey, Wright, and Lippmann. These authors have been writing about todays government for many years. These governments have many things in common as well as different. Montesquieu says that virtue is the most important principle of democracy in American government. That all members of society must put the public good ahead of their own interests. The English have been unable to establish a democracy this century because those who were involved in public affairs had some virtue. Their ambition was exited by the success of the bold and daring. The spirit of one faction is repressed by the spirit of another. When virtue ceases, ambition enters those hearts that can admit it, and greed enters them all. One was free under the laws, and now wants to be free against them. The laws are not what are best of the public. Each citizen is like an escaped slave. Instead of the people fighting tyranny, the people are fighting each other. The principle of aristocracy is moderation. The rich and upper class govern aristocracy, and it is ruled by the best people based on their interests and represses those of the people. Moderation in virtue has to lye within the aristocracy. Keeping the interests of aristocracy in mind rather than personal interests. Now such a body can repress itself in two ways. Either by great virtue, which makes noble equal to the people, which would form a great republic. Or by lesser virtue, a moderation that leaves the nobles equal amongst themselves, which brings about their preservation. The moderation founded on virtue is the heart and soul of this government. In monarchies the government uses as little virtue as possible to accomplish things. The laws replace all these virtue in a monarchy. One man is the supreme ruler over all. Honor replaces virtue in a monarch. Honor joined with the forces of laws eventually leads to the goal of government. People put their reputation first n trying to get distinction for themselves. In a monarchy most people are good citizens, but it is hard to find good citizens. For in order to be a good citizen, one must have the intention of being one. Love the state less for oneself than for itself. ?ask not what your country can do for you but what you can do for your country.? Ambition is fatal to the leader of a republic, but has good effect in a monarchy. Honor is not the principle of despotic states, these must be fear in a despotic government. Fear must destroy courage and ambition in order to stop any chances of a revolution. When fear fails to exist, the people no longer have a protector. Montesquieu shows how education will be different in each kind of government. In monarchies education is not found institutions. It is found in everyday life were people can be taught from experience. Education starts at birth and nothing in the republic government to stop it. Minority has no options if the majority is a faction. Stop a majority from forming and you stop majority factions from carrying out their ?evil? schemes. Madison feels this makes republics unstable and dangerous. A pure democracy can only work in a small society. Democracy will not work in trying to govern a large area or a large population because a common passion or interests will be felt by the majority. In democracy there is nothing to stop majority from taking advantage of the minority. Politicians claim that if there were perfect quality in their political rights, they would also have the same possessions, opinions, and passions. This is not true, for we need something to protect us. Madison feels that a republic is the ideal cure for faction. You must first get rid of this by refining and enlarging the public views. It is ideal to have the best representatives possible to make the decision for society. In a big district voting is good because it will keep out one view. It will concentrate on everyone's views and give these elected officials a more broad view from hearing everyone's ideas. That wisdom will enable him to give a better decision than