For example, the latent heat of fusion for water (ice) is about 334 kJ/mol. Find the amount of heat required to melt 36.0 g of ##H_2O## that is at 0 degrees C.

First of all, the latent heat is ONLY applied when the substance is pure and is already at the temperature of the phase transition (for example, 0 deg C to melt ice, or 100 deg C to boil water).

Notice that the units are kJ/mol, but we were given grams of water, so we must convert, so we will make this a dimensional analysis problem.

##(36.0gH2O)/1 * (1molH_2O)/(18.0g) * (334kJ)/(1molH2O)=668kJ##

The 18.0g/mol came from adding up the atomic masses to find the molar mass of water.

Notice that the units in the step before cancel until we are left with kJ, which are a unit of heat.

Note:

Latent heat of fusion is actually the total amount of enthalpy (a kind of energy) necessary to accomplish a phase change for a solid or liquid or gas at the freezing/melting point.

Phase changes are generally considered at constant , rather than constant volume. Because a kg of say, 0øC water, occupies less volume than a kg of 0øC ice, some has to be done to push the environment out of the way as that water expands to become ice.

Enthalpy ##H## is a quantity which includes the energy ##U## that goes into the substance at the new phase, plus the work, ##W=PDeltaV##, to expand or contract the substance into the new phase at the same pressure:

##H = U + PDeltaV##,

where ##P## is the ambient pressure, ##Delta V## is the change in volume, and ##U## is the internal energy of the substance in its new phase. Latent heat of fusion can also be called the enthalpy of fusion.Computer Science homework help

## Variables of Situational Leadership Theory

The situational leadership theory can be best defined as the flexibility of a leaders’ approach to management and problem solving. A situational leader understands that there are multiple ways of handling an issue. This paper will begin by discussing the Situational Leadership Theory and its’ many variables. These variables will be analyzed, and the theory’s advantages and disadvantages will be argued. Additionally, this theory will be applied to a particular situation and will be utilized to create a solution to the problem. Problem Solving in Leadership Leadership Theory Situational leadership relies on flexibility of approach to particular issues that may rise during a leaders’ time in the healthcare profession. This theory is not just about solving the problem, but also realizing the complexity of the situation at hand. The leader that utilizes situational leadership needs to understand that there may be more than one effective way to handle matters. Furthermore, situational leadership also focuses on the assessment of individuals involved, factors contributing to the issue, and the most effective resolution (Tappen, 2009). This assessment is paramount to the success of this theory because the leaders’ perceptions of the individuals involved will affect their decision-making process. Situational leaders need to analyze a variety of variables relating to the individuals involved. These variables include the individuals’ motivation, readiness, and role identity. Additionally, the leader must include factors such as organization, available resources, and collaboration in their problem analysis and solution development (Situational Leadership, n.d.). By analyzing these factors, the leader can determine the individuals’ competency and commitment, allowing them to place each one in developmental levels. These developmental levels range from one to four; where one is the lowest level of commitment and competence, while four is the highest (Northouse, 2015). The discussion of different leadership styles is extremely important to the nursing field. Effective leadership in nursing has been shown to have a positive impact on organization, job satisfaction, trust, and patient care (Amestoy, 2016). Unfortunately, at times nursing leaders may utilize ineffective leadership styles that can affect both the patient and the healthcare professionals working in that environment. A majority of ineffective nursing leaders may employ subpar interpersonal skills and fail to assess the situation in a comprehensive way (Cope, 2017). This is where the application of situational leadership may prove useful. Situational leadership relies on the development and utilization of interpersonal relationships to assess a situation and create a solution. These assessments and problem-solving skills have been shown to have a connection with team member maturity and acceptance of responsibility (Amestoy, 2016). The positives of situational leadership stem from the methods that need to be utilized in order to solve the issue. For example, a situational leader must develop emotional intelligence to be aware of not only the feelings and views of their peers, but also the emotions within themselves (Cope, 2017). This insight will help the leader decide on which particular leadership style will best fit the situation and be effective in leading their associates. To strengthen emotional intelligence, these leaders must be able to utilize and welcome constructive criticism (Tappen, 2009). By allowing criticism and the voicing of concerns, these leaders construct a trustworthy environment within the workplace. This is imperative because studies have shown that there is a consistent lack of action against ineffective leadership in nursing; potentially stemming from burnout and apathy within the staff (Cope, 2017). In general, situational leadership is simpler to use due to the flexibility it provides to the leader. Once the situational leader assesses each team member’s strengths and weaknesses in certain situations, the route to the best style and solution becomes more clear (Northouse, 2015). Although situational leadership has been shown to be an effective leadership theory, critics have voiced valid concerns related to this leadership style. For one, situational leadership can be seen as overly ambiguous and ambitious when it comes to analyzing the followers’ views (Northouse, 2015). Situational leaders need to assess their followers’ readiness; meaning the commitment level, needs, knowledge, strengths, and weaknesses of each individual (Tappen, 2009). This may be overwhelming to the leader and the leaders’ insight may be providing the wrong information. Furthermore, critics have argued that assessing the followers’ commitment and competence is too vague to accurately assess developmental level (Northouse, 2015). Without an accurate developmental level, the situational leader may choose a less effective leadership style. Additionally, situational leadership does not address how to act when the developmental levels of different individuals within the group are spread too far apart (Northouse, 2015). This can lead to only some of the individuals within the environment to be positively affected by the chosen leadership style. Situational Application

## Campbell University Statistics Problems

nursing essay writing service Campbell University Statistics Problems.

1. Suppose you want to test the claim that μ 1 > μ 2. Two samples are random, independent, and come from populations that are normally distributed. The sample statistics are given below. Assume that ≠ . At a level of significance of , when should you reject H 0? n 1 = 18 n 2 = 13 1 = 635 2 = 620 s 1 = 40 s 2 = 252. Suppose you want to test the claim that μ 1 ≠ μ 2. Assume the two samples are random and independent. At a level of significance of α = 0.02, when should you reject H 0?Population statistics: σ 1 = 0.76 and σ 2 = 0.51Sample statistics: 1 = 1.9, n 1 = 51 and 2 = 2.3, n 2 = 383. Find the critical values, t 0, to test the claim that μ 1 = μ 2. Two samples are random, independent, and come from populations that are normal. The sample statistics are given below. Assume that . n 1 = 25 n 2 = 30 1 = 25 2 = 23 s 1 = 1.5 s 2 = 1.94.Find the weighted estimate, to test the claim that p 1 > p 2. Use α = 0.01. Assume the samples are random and independent.Sample statistics: n 1 = 100, x 1 = 38, and n 2 = 140, x 2 = 505.Find the critical value, t 0, to test the claim that μ 1 < μ 2. Two samples are random, independent, and come from populations that are normal. The sample statistics are given below. Assume that . n 1 = 15 n 2 = 15 1 = 22.97 2 = 25.52 s 1 = 2.9 s 2 = 2.86. Find the weighted estimate, to test the claim that p 1 = p 2. Use α = 0.05. Assume the samples are random and independent.Sample statistics: n 1 = 50, x 1 = 35, and n 2 = 60, x 2 = 407.Suppose you want to test the claim that μ 1 ≠ μ 2. Assume the two samples are random and independent. At a level of significance of α = 0.05, when should you reject H 0?Population statistics: σ 1 = 1.5 and σ 2 = 1.9Sample statistics: 1 = 30, n 1 = 50 and 2 = 28, n 2 = 608.Construct a 95% confidence interval for μ 1 – μ 2. Assume the two samples are random and independent. The sample statistics are given below.Population statistics: σ 1 = 1.5 and σ 2 = 1.9Sample statistics: 1 = 25, n 1 = 50 and 2 = 23, n 2 = 609.Find the standardized test statistic, z, to test the claim that p 1 ≠ p 2. Assume the samples are random and independent.Sample statistics: n 1 = 1000, x 1 = 250, and n 2 = 1200, x 2 = 19510.Find the standardized test statistic to test the claim that μ 1 = μ 2. Assume the two samples are random and independent.Population statistics: σ 1 = 1.5 and σ 2 = 1.9Sample statistics: 1 = 29, n 1 = 50 and 2 = 27, n 2 = 6011.

Campbell University Statistics Problems

## RU Abnormal Psychology Defense Mechanism Materials Dr John Suler Discussion

RU Abnormal Psychology Defense Mechanism Materials Dr John Suler Discussion.

OVERVIEWOne of the concepts we read about this week is that of defense mechanisms. No matter whether you choose to use this perspective in your own practice or not, you will encounter this. We all use them and to some extent they can be helpful enough. The problem is when they become counterproductive to our goals, intentions, and quality relationships. One of the things I’ve learned over the years is that when you understand how defense mechanisms actually come about you become less likely to personalize/internalize “conflicts” and more likely to see solutions. For this week’s discussion, you will analyze yourself. DISCUSSIONBased on the materials attached below and describe what a defense mechanism is and how they theoretically come about.Share with us a story of a time or situation in your life where you utilized at least two defense mechanisms. Be sure to define your defense mechanisms and discuss the extent to which you consider these defenses as either mature and/or immature and why.

RU Abnormal Psychology Defense Mechanism Materials Dr John Suler Discussion

## MGT497 Assignments 1

MGT497 Assignments 1.

Audit Exercise Paper One Write a four to five page paper (at least two pages per exercise) that addresses the following audit exercises, found at the end of each respective chapter. Include an introductory paragraph about the business you have chosen, its mission, and its immediate M.T.I goals. As noted in the Final Paper Guidelines at the beginning of the Course Guide, your business should remain consistent throughout the course.·Audit Exercise Chapter 1: This exercise involves assessing firm’s M.T.I capabilities with strategy.·Audit Exercise Appendix 1: This exercise involves assessing sustainability and evaluating company stakeholder responsibility, the bottom line, and technology and innovation responsibility of the company.The complete instructions for the audit exercises can be found in Week Five of your online course or in the “Components of Course Evaluation” section of this guide.Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.

MGT497 Assignments 1