Unknow Lab Report - 1325 Words

Introduction The purpose of this lab was to identify unknown bacteria cultures using various differential tests, and my unknown bacteria is #17. The identification of these unknown cultures was accomplished by separating and differentiating possible bacteria based on specific biochemical characteristics. Whether the tests performed identified specific enzymatic reactions or metabolic pathways, each was used in a way to help recognize those specifics and identify the unknown cultures. The differential tests used to identify the unknown cultures were Gram stain, Catalase, Mannitol Salt Agar (MSA), Blood Agar, Novobiocin, Coagulase, and DNAse (Alachi, 2007). Rebekah Worley February 21, 2012 Mitchell Section 4 Biol 311 Staining and†¦show more content†¦This is important in the medical field because identification of unknown bacteria can help treat a patient by knowing the contributing source of a disease. Also knowledge of different bacteria helped others make antibiotics used today. This lab was completed by using the methods learned thus far in identification of bacteria. There are many reasons for identifying an unknown bacterium. The reasons range from medical purposes, such as determining if the unknown could cause ailments in living things or knowing what microorganisms are needed to make antibiotics to other purposes such as knowing the exact microorganism has to be used to make certain foods. This experiment was done by applying methods in order to identify an unknown bacterium. An unknown bacterium was handed out by the lab instructor. The methods that have been learned so far in identifying bacteria were applied to this unknown. Procedures were followed as stated in the lab manual and biochemical test handouts. The first procedure that was done was a gram stain followed by a streak of the unknown on a TSA plate in order to determine the gram reaction and observe the colony morphology. After that, specific biochemical tests were performed for gram positive, since unknown number five was determined to be gram positive rod. The other tests were performed in this order: Mannitol Salt (MSA) streak, Blood Agar streak, Catalase test, Nitrate Reduction test, and PhenylShow MoreRelatedUnknown Microbiology Lab Report Essay1128 Words   |  5 PagesUNKNOW BACTERIA LAB REPORT UNKNOWN 36 Introduction The purpose of this lab was to identify two unknown bacteria from a mixed culture. The reason for identification of unknown bacteria was to help students recognize different bacteria through different biochemical tests and characteristics. This is important in the medical field because identification of unknown bacteria can help treat a patient by knowing the contributing source of a disease. Also knowledge of different bacteria helped others

The Importance Of A Student s Elementary Career - 2473 Words

As an educator, it is my main goal to meet the individual needs of each and every one of my students. I want them to be able to think critically when it comes to reading and writing and most importantly, be comfortable in the classroom. It is also a goal of mine to be able to track the progress of each of my students in the classroom from the first days of school until the closing days so that I can not only show parents how far they’ve come, but to show them as well. Young students struggle to find their niche in life and in the classroom and showing them how far they’ve come is a great confidence booster and a huge motivator for future success. Literacy is one of the single most important aspects of a student’s elementary career. Literacy is a huge stepping stone for the real world, and it is vital to introduce students to different types of texts in order to familiarize them with different types of readings and build their confidence in order to prepare themselves for the real world. In order to reach full literacy, one must focus on four main aspects of balanced literacy instruction. These are reading, writing, oral language and assessments. Factors that also affect the success of students are classroom environment, and lesson delivery. Literacy in Reading and Writing Literacy has a tendency to begin in reading and writing. It is important to meet the needs of every student in literacy classes regardless of age. Morrow and Tracey state â€Å"Instead of waitingShow MoreRelatedTransitions Of Career Development And Transition Programs836 Words   |  4 Pagesthere are numerous transitions students face within the school setting. Since school counselors support students in academic, career and college, and social and personal development, school counselors are in key positions to provide students with opportunities, equity, and access to programs that support smooth transitions and college and career readiness (Erford, 2015). Career development and transition programs are important because they support they can provide students with access and informationRead MoreStages Of Education : An Essential Prerequisite Of Modernization1199 Words   |  5 Pagesit s optional, not required, and it s not considered part of a child s formal education. Children at this level typically do more hands-on play sort of stuff, not actual schoolwork (although they may still learn basic things such as letters), which is important and helps them to learn to say words. A child can usually attend preschool anywhere from age 2 1/2 to 5. There is also a program called pre-kindergarten which is supposed to prepare the child for kindergarten. Then comes Elementary, whichRead More My Personal Philosophy of Education Essay examples960 Words   |  4 PagesI had in elementary school. I even played school with my friends and pretended I had my own classroom. I loved being in charge. During a summer, I was given the opportunity to work as an Energy Express mentor and work with a group of eight children. This was one of the most wonderful experiences I have ever been through. I was a mentor to help guide the children, and by the end of the summer I felt as if I had really accomplished something. I am planning to pursue a career in elementary educationRead MoreInterview With High School Age Children986 Words   |  4 Pagesshe could make the biggest impact at the schoolhouse level. â€Å"Secondary age requires a greater guidance than elementary,† Mrs. Colbert said. By the time they graduate, as a young adult, they must obtain and align their academics with skills and competencies for survival she expressed. She entire ly supports the district’s vision of college and career readiness upon graduation. The importance of graduation rate increase is a concern of administration in the district as well as the state’s goal. ThisRead MoreThe Teacher Is An Impact On Someone s Life1120 Words   |  5 PagesBiology Teacher Imagine making an impact on someone s life. Being the reason why a student never gave up of their dreams. Is amazing as it seems teachers are the sole reasons for the growth of the nation. Walking into a school and instantly seeing the potential in every student. The long days are staying to tutor a student hoping one day they make an impacts as strong as yours. The teacher plays an important role in school. In order to fulfill his duties effectively they must possess certain qualitiesRead MoreThe Importance Of Motivation As A Teacher1512 Words   |  7 PagesAn Introduction to the Importance of Motivation As explained by Lou Holtz, â€Å"[i]t’s not the load that breaks you down, it’s the way you carry it.† His statement is true for the importance of motivation. As a teacher candidate, learning the concept of motivation is crucial for my well-being and for the future of my students. The way that students are taught and encouraged have a huge impact on their careers and their life. In this paper I will be exploring how I was motivated during my earlier yearsRead MoreThe Music Of A Music Educator1342 Words   |  6 Pagesinadequate, it’s usually the first program to be revoked (Bartimoccia). Meaning it is no longer available to students. In regards to this, superb and prosperous music instructors are significant to society because without them music programs and all other music activities or people don t have an opportunity to make it into the musical business. A music educator is a rewarding job because they help students learn about general music, choral or voice, music, instrumental music, or a combination of all musicRead MoreRecruitment And Retention Of Nontraditional Students1689 Words   |  7 PagesNontraditional Students The reality for career technical educators with regard to broadening representation of both men and women in nontraditional careers is that there needs to be a creative recruitment strategy designed that utilizes the enthusiasm and talents of successful role models (Lucci Jr., W., 2007). Effective recruitment and teaching practices can help educators create learning situations that are conducive for all students to learn, especially those nontraditional students in career clustersRead MoreThe Music Of A Music Educator1264 Words   |  6 Pagesenough, it’s usually the first program to be cancelled (Bartimoccia). Meaning it is no longer available to students. With this in mind, good and successful music instructors are important to society because without them music programs and all other musical activities or people don t have a chance to make it into the musical business. A music educator is a rewarding job because they help students learn about general music, choral or voice music , instrumental music, or a combination of all music. Read MoreTuition Free Public College Education1677 Words   |  7 PagesIn the United States, in order to get ahead in a career or go up the social ladder, one needs a college degree. Yet, for some American students, college has been made inaccessible. Public colleges should be made tuition-free in the United States because of the importance of accessible free public educational institutions, increasing tuition costs, and the resulting educated workforce. Public colleges should be tuition-free because of the importance of accessible free public education. In order to

Enterprise Social Networking Opportunities

Question: Discuss about the Enterprise Social Networking Opportunities. Answer: Introduction The observation is that general outlook perceives social networking to be one of the not-so productive activities of employees, and that for employers it gives them the opportunity to not only monitor but also anticipate behavior of present and prospective employees online (Schoneboom, 2011). However, debate also arises on this outlook and many suggest it is difficult to differentiate such activities of employers from mere monitoring to invasion of privacy. In order to get a clearer picture, focus throughout the essay is given to real world practices and their similarity or adherence to many labor industry guidelines. Discussion on key aspects The main referral point for this discussion is the case study titled How Social is Your Network (Kramar, DeCieri, Hollenbeck Wright, 2014). Even though the attention of the authors is primarily on the pros and cons of use of social networking by employees and employers, the reflections provided paves the way for analysis of some very important concepts. The most prominent one being the question of privacy issues for the organization and employees. It also provides the foundation for discussion on the difference between the outlook of younger employees of an organization and the use of social networking and how right (or wrong) employers are to utilize whatever information about them is available publicly. Finally, the authors views also warrant discussion on how both employees and employers can focus on the positive implications of social networking which can benefit the organization. In the paragraphs to follow, these points of views have been analyzed. To start the discussion, the first aspect is closely studied. It is suggested that the best approach to the challenge of privacy issues can be through achieving a balance between the rights of the employees with the consequences for the organization. It needs to be highlighted that in reality, it is not as simple or easy as it sounds (Cross, Borgatti Parker, 2012). This is because the most important factor in this case the perception of employees and employers related to privacy is bound to differ not only on the managerial context, but even within a person to person context. The main reason behind this argument is that there are virtually no guidelines in existent that defines infringement of privacy within an organization. If the legal stipulations in existent in Australia (Privacy Act 1988 and Fair Work Act 2009) do provide some guidelines on the use and management of information, there are more gaps than specific boundaries in these guidelines. For example, the Privacy Act 198 8 provides some principles based on which use and management of personal information should be carried out. However, the important fact to point out here is that it is meant for organizations whether private or government entities, profit or non-profit entities which have an annual turnover of more than $3 million (Australian Government, 2015). It is important to highlight, and keep in mind that this is applicable for organizations which fall under the above mentioned category. The critical aspect is that of annual turnover in excess of $3 million. The question that remains unanswered is what about organizations which do not have an annual turnover which is less than $3 million? It can be easily implied that such organizations does not have to necessarily follow these guidelines. This is a crucial aspect in this discussion. Even if organizations which do not have an annual turnover of $3 million voluntarily decide to adhere to the guidelines nevertheless, analysis needs to be done on the principals of the Privacy Act 1988. It needs to be highlighted that the principles of the Privacy Act provides obligations which entities need to follow when handling Sensitive Information. This sensitive information is basically information about an individuals health, ethnic or racial origin, and political, religious, philosophical beliefs, membership of political, trade or professional association, biometric information and even sexual orientation or practices (Australian Government, 2015). Definitely it implies that an organization of employment has the duty to safeguard and efficiently manage this information. However, what it does not imply is that it prevents organizations (employers) to monitor and utilize information about an individual employee which he/she willingly discloses to the public in the form of stat us updates or tweets on social media. Neither does it say that the provisions limit an organization to utilize information willfully disclosed on a public forum and utilizing the same to the best interests of the organization. So technically, can an organization take adverse actions against an individual on the basis of information which is supposed to be confidential and that which follows under the sensitive information category? The answer is no, as the Privacy Act prevents that. However, can an organization take any action against an individual on the basis of information which he/she willfully discloses on a public forum like social websites? Clearly, the Privacy Act does not have provisions to take actions on the basis of that and if it is proved that such disclosure on social media is against the interests of the organization, employers can take actions against these employees and the provisions are highly unlikely to provide any relief in this case. With regards to Australian statutory factors with regard to privacy in the workplace, the other important law to focus upon is that of the Fair Work Act 2009. Primarily, this law is aimed at preventing organizations and employers from exploiting employees. Almost all of the provisions of the law are aimed at highlighting aspects which clearly highlight stipulations for employers with regards to fair workplace practices and which are incidents or situations which can be accounted for violation of this law (Australian Government, 2016). However, this law clearly indicates that as much as it is in favor of fair work conditions for the employees, it is equally committed to the sustenance of economic growth. Almost all of the statutes of this law govern aspects of employment such as compensation, leaves, benefits, working conditions and other employment conditions. There is actually, very little provision for an employees support when an employer takes action against him/her based on info rmation shared on a public platform like social media, especially if the same is proved to be against the interests of the organization. If the implications of the above two laws are carefully looked at, it is easy to understand the fact that employers have the upper hand when it comes to privacy issues while using social networking by employees. Now, the nature of social networking websites are such that it provides the platform, and in many cases encourage individuals to share opinions and information on a wide range of aspects be it personal, or related to economical, political, entertainment aspects. Here, employers and organizations can easily avail the information, provided that the privacy settings (or lack of it) on their employees profiles allow it. Employers can take actions against employees based on the information they upload to social networking websites, however, they need to ensure that such actions do not violate any of the provisions of the Privacy Act, 1988 or Fair Work Act, 2009. So technically, in a situation where a female employee has her employee on her friend list on Facebook and updates her s tatus saying she is against any sexual harassment and sexual discrimination at the workplace, ideally there should not be any problems. However, if instead of that she gives a status update which alleges without proof that sexual harassment and discrimination by her male bosses at her organization is rampant, the employers can definitely take actions against her. The critical factor here is that discretion is the key. Now it is here that things get more complicated. Such status updates when they are visible to everyone publicly (due to inappropriate privacy settings) can very well influence the decision of future employers too. There is no law, at least none in Australia, which prevents employers both present and prospective from engaging in such scrutiny practices (Sarrel, 2010). The factor which can be clearly derived from the above sections is that there are laws in place to protect employees against malpractices and exploitation by employers. However, there is not much of good news when it comes to action taken against employees by their employers on the basis of information about them obtained from social networking websites. To make matters worse, such actions on part of employers to access information which is publicly shared cannot be accounted as breach of privacy (Mitrou Karyda, 2014). So, the debate gets a new direction as to what to post/share on social networking websites, and is it right for the employers to go through the same. When an individual posts something on the social network, it does become visible to others publicly. The number of people who are able to see the post would entirely depend on the privacy settings of the persons profile page (Turban, Bolloju Liang, 2011). However, it also needs to be highlighted that the particular post, until and unless removed or hidden from the timeline continues to be visible to others. Same goes for photos, videos or even posts in which an individual maybe tagged by another. In Facebook, a user is asked to update information about his educational and professional background as well. Even the list of friends that a person has is seen by others if the proper privacy settings are not applied. Moreover, today it is possible to look up anyone on the internet a Google search by name often displays the social network profiles of people with the same or similar name, if through the privacy settings the user does not disable linking of his page through search engines (P i, Chou Liao, 2013). More often than not people use these features to study and understand the individual. Hence, it is important for employees to understand is the fact that legally and professionally, it is not wrong for their employers or prospective employers to go through information about them which is publicly available on social websites. More so, when employees themselves use this feature to either find out information about an organization, or even post about them (Kaplan Haenlein, 2010). Further, meticulously going through the users timelines cannot be stated to be infringement of privacy. Especially todays younger generations of employees are very likely to be active users of such social networking sites and they do have a different outlook (Barsness, Diekmann Seidel, 2012). This plays a crucial role in the way social engagement is perceived as well. Much of the socializing takes place through social networking websites and it is true that not all of the connections on such sites can be defined to be friends. Basically, anyone can be added into the friend-list and once it happens, the person added gets regular updates about the posts and status messages shared. So in a way, an individual is equally responsible for the information provided by him on a public platform (Bruning Ralston, 2010) and many of the young users do provide vital information about their workplaces or professional lives. If the information is publicly available, using and managing the same cannot be really called intrusion (Giannakos, Chorianopoulos, Giotopoulos Vlamos, 2012). So, in a way, if employees do not have a problem to discuss themselves and their jobs on social networks, employers using the same platform to glean whatever information about them should not be a concern either. Regarding this aspect it is expected that there will be different points of view on the issue. Some might consider this to be an employee versus employer case, while others might suggest elimination of social networking websites from the equation altogether. However, the real challenge lies in being able to arrive at a situation where it benefits both employees and employers (Kruger Dunning, 2009). So, from a leadership point of view how can a progressive employer ensure use of social networking benefits everyone? These have been highlighted in the paragraphs to follow. Perhaps the most important in this case is that use of social networking websites helps in short-listing the most suitable candidates for selection (Kuvaas, 2013). Even in this case, the method is largely that of an internal or referral format, it minimizes the trouble of higher attrition and replacements (Jones Saundry, 2012). It is because of the fact that the chances of mismatch in terms of roles and responsibilities and attributes are limited to a great extent. Therefore, social networking websites cannot be associated with only negative impacts. Another important aspect that needs to be highlighted in this context is that when employees and employers are connected through social networks, it is easier to reach out to a mass audience easily (Fisher, Bulger, Smith, 2009). It also enables the organization to be able to achieve greater employee engagement as employees are more likely to feel connected and important to the organization. At the same time, as the name itself suggests , social networking websites facilitate networking in an immense fashion (Zatzick Iverson, 2006). For example, professional social networking platforms like LinkedIn keeps both employers and employees connected to a great extent, which could not have been even dreamt of twenty or thirty years ago. It also needs to be highlighted that social networking websites not only provides benefits to the employers, but to the employees as well. One of the main aspects to highlight in this regard is that of ease in reaching out to higher authority (Smith, 2010). It also benefits the organization as when employers and employees stay connected through a common platform, it is easier to gather opinions and perspectives related to talent management within an organization, based on which decisions can be taken. Lastly, many progressive employers also promote motivation and encouragement throughout the organization by appreciating and acknowledging high performing employees on social platforms (Kenn eth, 2000) which not only send good vibrations among present employees, but also within the labor market and prospective employees as well, thereby helping in attracting talent. These are some of the most common ways by which progressive employers can ensure a favorable work environment for the organization which is very much essential for optimum performance. Conclusion One of the key concerns which are associated with employers and employees staying connected via social networking websites is that of privacy. It needs to be mentioned that almost all of the social networking websites provide preferred privacy settings to employees. Simply, if an employee does not want particular information to be shared all he/she needs to do is ensure it is not publicly accessible. However, blaming social networking websites is seen to be not justified from the above mentioned facts and information. It is further supported by the fact that employment laws in Australia do not view this as infringement of privacy what is meant to be private, cannot be shared on a public platform. On the other hand, social networking in a professional setting has more advantages than limitations to employees, employers and organizations. Just like any resource, it all depends on the way it is managed. References Australian Government. (2015, November 29). Australian Privacy Principles. Retrieved September 29, 2016, from Office of the Australian Information Commissioner: https://www.oaic.gov.au/privacy-law/privacy-act/australian-privacy-principles Australian Government. (2016, July 1). Fair Work Act, 2009. Retrieved September 26, 2016, from Federal Register of Legislation: https://www.legislation.gov.au/Details/C2016C00785 Barsness, Z. I., Diekmann, K. A. and Seidel, M. L. (2012). Motivation and opportunity: The role of remote work, demographic dissimilarity, and social network centrality in impression management. Academy of Management Journal, 48(3), 401-419. Bruning, S. D. Ralston, M. (2010). The role of relationships in public relations: Examining the influence of key public member relational attitudes on behavioral intent. Communication Research Reports, 17(4), 426-435. Cross, R., Borgatti, S. P. Parker, A. (2012). Making invisible work visible: Using social network analysis to support strategic collaboration. California Management Review, 44(2), 25-46. Fisher, G. G., Bulger, C. A. Smith, C. S. (2009). Beyond work and family: A measure of work/non-work interference and enhancement. Journal of Occupational Health Psychology, 14(4), 441-456. Giannakos, M., Chorianopoulos, K., Giotopoulos, K. Vlamos, P. (2012). Using Facebook out of habit: Behaviour and information technology. Oxford: Taylor and Francis Group. Jones, C. Saundry, R. (2012). The Practice of Discipline: Evaluating the Roles and Relationship between buyers and sellers. Human Resource Management Journal, 22(3), 252-266. Kaplan, A. M. Haenlein, M. (2010). Users of the world, unite! The challenges and opportunities of Social Media. Business Horizons, 53, 59-68. Kenneth, T. W. (2000). Intrinsic motivation at workBuilding energy and commitment. San Francisco: Berrett-Koehler. Kramar, B., DeCieri, N., Hollenbeck, G. Wright, M. (2014). Human Resource Management in Australia. North Ryde: McGraw-Hill Australia. Kruger, J. Dunning, D. (2009). Unskilled and unaware of it: How difficulties in recognizing ones own incompetence lead to inflated self-assessments. Journal of Personality and Social Psychology, 77, 11-21. Kuvaas, B. (2013). Work performance, affective commitment, and work satisfaction: The roles of pay administration and pay level. Journal of Organizational Behavior, 27, 365-385. Mitrou, L. Karyda, M. (2014). Employees privacy vs. employers security: Can they be balanced? Telematics and Informatics, 23(3), 56-59. Pi, S. M., Chou, C. H. Liao, H. L. (2013). A study of Facebook groups members knowledge sharing. Computers in Human Behavior, 29(5), 1971-1979. Sarrel, M. D. (2010). Stay safe, productive on social networks. Journal of Workplace Rights, 27(7), 12-16. Schoneboom, A. (2011). Sleeping Giants? Fired workbloggers and labour organisation. New Technology, Work and Employment, 26(1), 9-13. Smith, M. (2010). Getting Value from Exit Interviews. Association Management, 52(4), 22. Turban, E., Bolloju, N. Liang, T.P. (2011). Enterprise social networking opportunities, adoption, and risk mitigation. Journal of Organizational Computing and Electronic Commerce, 21, 202-220. Zatzick, C. D. Iverson, R. D. (2006). High-involvement management and workforce reduction: Competitive advantage or disadvantage? Academy of Management Journal, 49(5), 999-1015.