Results and conclusion for aspirin synthesis free essay sample

The impure (crude) aspirin was powered and fluffy with small clumps and was slightly yellow in colour whereas the pure aspirin has a less fluffy crystalline powder and was whiter. This showed distinct differences in the two substances but similarities were also apparent showing aspirin, in some level, was created. Before recrystallisation the crude aspirin could of included impurities such as: Acetic acid (a product of the reaction process). Recrystallisation helps to eliminate impurities; the precipitation process eradicates soluble impurities as aspirin has a higher precipitation temperature so converts to a solid while other impure components are left as soluble in the solution. The yield is calculated to look at how well the reaction has been completed. This reaction is simplified to: C7H6O3 + C4H6O3 C9H8O4 + C2H4O2 To work out the yield; 0. 917g of 2-hydroxybenzoic acid (0. 917/138) * 180 138 (the molar mass of 2-hydroxybenzoic acid) 180 (the molar mass of aspirin) Theoretical yield: 1. 196g 3 d. p. Percentage yield is worked out by Actual yield of synthesised aspirin: 0. 347g 0. 347/1. 196 * 100= 29 Percentage yield: 29% Melting Points CompoundBegan Melting ( °C)Totally Melted ( °C)Range ( °C) Pure Aspirin1361-2 Crude Aspirin1251305 Product from Willow Bark1201255 The documented melting point for pure aspirin is 136 °C. An impure compound will exhibit a lower melting point than this, which is what was observed in both the willow bark product and the crude aspirin. Pure aspirin has a narrow temperature range during which it changes from a solid to a liquid; this range is less than 2 °C. The sharpness of the melting point is useful to measure purity using pure aspirin as a comparison. As both types of aspirin melted over a temperature range of 5 °C it’s indicative that both substances have many impurities. The range of melting points for the crude aspirin and product of willow bark in comparison to the pure aspirin is obvious and can show the level and amount of impurity in both compounds. Chromatography Different constituents of each mixture travel at different speeds along the paper causing the components to separate. Above is a picture of the chromatography, comparing phenol (P), 2-hydroxybenzoic acid (2), pure aspirin (A), crude aspirin (I) and product from willow bark (W). Only two of the spots have been circled here, more were seen after this picture was taken but an image of the final separation was not photographed only observations were made (see table). CompoundRf value (numbered for multiple spots per compound) Phenol control4/6 = 0. 6 2-hydroxybenzoic acid4. 4/6 = 0. 73’ Pure aspirin5. 7-6 = 0. 95 Crude aspirin 0.5/6 = 0. 083’ Product from willow bark1. 1. 2/6= 0. 20 2. 2. 6/6 = 0. 43’ 3. 1-6 = 0. 16’ Rf = Retardation factor. The documented Rf for pure aspirin is 0. 56; however this experiment shows pure aspirin to be 0. 95, therefore for the purpose of comparison the documented value shall be used. This could be due to contamination, incorrect processes in the procedure, the amount of solution used or the temperature of the solution, although some of these fa ctors are difficult to keep constant in the environment. The Phenol compound was used as a comparison. The result shows phenol is lighter than pure aspirin as it doesn’t contain as many atoms in its structure, with a molecular mass of 94. 11 g/mol. See Fig 1. 2-hydroxybenzoic acid, which is the main metabolite of aspirin, shows it is also molecularly lighter (in that it is moved further up the paper when soluble) than crude aspirin or pure aspirin. We would expect to see this because crude aspirin consists of the mass of 2-hydroxybenzoic acid and other compounds giving a total mass of 138. 12 (g mol-1). The pure aspirin shows only one spot on the paper, this is because it consists of only one compound, that being 2-acetoxybenzoic acid (aspirin). Pure aspirin has a molecular mass of 180. 157 (g/mol). The synthesised crude aspirin also shows only one spot but this is very far away from the pure aspirin Rf, although it could consist of multiple components close in mass so they merge into one spot. This clearly qualitatively shows the level of impurity as it is much heavier showing it contains other compounds weighing it down, which it should not have if synthesised meticulously. The willow bark product produced 3 spots on the paper which indicates it has multiple constituents all heavier than pure aspirin therefore is impure. This was expected because of the source, although the TLC (thin layer chromatography) paper could have been accidently splashed with an organic compound during the experimentation process and thus distorting the results by showing extra spots, this is unlikely as it’s expected that the willow bark product will be heavily impure. The paper also shows an elongated spot which is due to the solution being too concentrated. Fig 1. Aspirin StructurePhenol Structure 2- Hydroxybenzoic Willow Bark Synthesis Acid structure Chemical tests 1. Reaction with sodium carbonate CompoundObservations Phenol 2-hydoxybenzoic acidBubbled, clumped and floated to the surface of solution Crude aspirin Pure aspirin- Product from willow bark Phenol served as a comparison for the sodium carbonate to show it didn’t produce a reaction when it shouldn’t have. An above observation was made when sodium carbonate reacted with 2-hydroxybenzoic acid which was expected due to CO2 being released when an acid and a carbonate combine, below shows the reaction that took place. C7H6O3 + Na2CO3 NaC7H5O3 + H2O + CO2 No reactions were observed for the crude or pure aspirin which revealed the 2-hydroxybenzoic acid had formed a new product during synthesis which has no reaction with sodium carbonate. This was the outcome required and was achieved based on this test. The product derived from willow bark also showed no reaction as it had no component within it that reacted with sodium carbonate, no acid group within this natural product. 2. Reaction with Fe3+ CompoundColour with Fe3+ PhenolIntensely Purple 2-hydroxybenzoic acidPurple and frothy Crude AspirinPale purple, almost translucent Pure AspirinLight brown Product from Willow BarkBlack A solution presenting purple when mixed with an iron group shows the presence of a Phenol group. All mixtures, apart from the pure aspirin, exhibited this although all varied in colour intensity. Aspirin doesn’t have a Phenol group as can be seen from the lack of purple in the solution so this can be used as a control along with the phenol solution itself. From this test it can be seen, to what degree each compound has a phenol impurity. The solution containing the crude aspirin only changed to a slight translucent purple indicating a low level of 2-hydroxybenzoic acid (as can be seen this compound reacts strongly to the addition of Fe) and so the crude aspirin has impurities but only to a certain degree. The pure aspirin shows how a  compound with less impurities shouldn’t contain phenol and how this reacts in the solution and what colour should appear, colours away from this contain impurities. The willow bark product displayed an intense black colour, possibly so purple it looked black, so far away from the pure aspirin colour that contaminations are certain. Evaluation All procedures and processes of each stage of synthesis had variables that could result in an impure product. Although the recrystallisation stage, to remove impurities, was performed by an experienced laboratory staff member errors could still have occurred and these must be considered. Before the crude aspirin was recrystallised it may have contained various impurities that were not all eradicated by the precipitation process, these could include: contaminations in the air and C2H4O2 (a product of the original reaction), along with contaminations in the distilled water used, although this is better than using tap water. A high or even moderate yield was not achieved. This could be due to many factors; the experience of the chemists producing the aspirin having a poor laboratory technique, thus procedures were not carried out effectively and without error. Percentages of the substances could have been lost or misplaced during stages of the procedure. Other variables that could lead to the yield being less than 100% are: transfer of the product between containers, an incomplete reaction could have occurred, and is likely to have, where each compound does not fully react when it should due to factors beyond control, this will lower the products final mass. Recrystallisation also loses product and therefore yield as some product may still be left in the solution or on the filter paper. The aspirin may not have dried properly; making the mass higher therefore the purity would be lower. This factor could have distorted all results consequently when comparing, all would have the same distortion. The melting points may have inaccuracies as the temperature at which the willow bark melted was debated by the group. Lack of concentration and difficulty in determining when it had melted may have led to the product melting fully before it was observed and this would lead to a distortion of the results. It would be expected that the willow bark would melt at a higher temperature that the crude aspirin as it is known to have more impurities. Conclusion The overall objectives were to synthesise aspirin from 2-hydroxybenzoic acid and willow bark, and qualitatively determine the purity of each product, this was achieved as aspirin was produced from both the willow bark and the substances. The results from all tests do display that there were impurities, although they did not all show a consistent level of impurity. There was a noted difference, but not greatly so, in appearance between the crude and pure aspirin when tested with the Fe3+ solution. In contrast the TLC test exhibited a drastic comparable difference between the crude and pure aspirin. Possibly this was because the TLC did not use a subjective scale like the other tests, the quantitative measurability of the results allowed the outcome to be easily compared to the other products and against the pure aspirin. All tests showed a qualitative visual level of impurity in the results. Although this level varied and cannot be compared due to the difference in format of the results for each test, it can be seen, in general, that the crude aspirin contained more impurities than the pure aspirin and the willow bark product was the most impure of them all. This was expected. Although a ‘pure’ aspirin was synthesised from the crude, this is still an aspirin substance synthesised in a college laboratory by college students who are not skilled in laboratory practice and could have contaminated the experiment at various stages and not been astute enough to record and monitor reactions well. This could lead to the ‘pure’ aspirin only being a certain level of pure itself therefore any comparisons made against it are relative to that aspirin not the aspirin on the market/in stores. This can be seen in the chromatography test where documented aspirin has a retardation factor of 0. 56 but the synthesised pure aspirin is much lighter meaning it may not contain all the compounds found in correctly synthesised aspirin. To conclude if all variables and experimenter error was controlled a purer product would have been made and a higher yield would have been produced. Not all variables can be accounted for and therefore a 100% yield can never be achieved, even in a manufacturer setting.

Web designers Essay Example For Students

Web designers Essay My choice of an ideal job is a web page design technician. YOu make lots of money and you have fun with your job, being creative. Whether it’s a large commercial web-site for business purposes, or a small personal web page about your hobby or family; the process of making it is the same. There are three major steps leading to the development and design of a basic web page: gathering information, laying out the site in a program that is especially designed for it. The most important task is the gathering of information. The first step to making a web page is brainstorming about what you would like for the web page to consist of and collecting everything that you will become part of the web page like editorials and graphics. But one very important thing to understand about this field is HTMLs (hyper text markup language) This is the language that the internet flows on. All information previously gathered is categorized in a hierarchy form from the most important to the least imp ortant. (DarkMan, 4)A web page designer makes between $350 and $1000 an hour. But you can always find a designer that will do a web page for you for cheap. Most designers started out in their house and made their own web page and experimented with other things to better improve their skill on the computer. (Butler, 28) Almost every University in the nation offers some type of Internet business and design class, Harvard has one of the leading programs of web design technologies. There are other smaller schools that have world-renowned programs in 3D technology, but they are not as accredited as a University. Bibliography: We will write a custom essay on Web designers specifically for you for only $16.38 $13.9/page Order now

Power, Propoganda In Communist China Essays - Chinese Communists

Power, Propoganda In Communist China Essays - Chinese Communists Power, Propoganda in Communist China Propaganda in China during the Cultural Revolution took on many forms; there were mass Red Guard demonstrations in Tianamen Square in support of Mao Zedong, pictures of Mao were put up in every conceivable location from restaurants to the wallpaper in nurseries, and pamphlets and books of Mao's teachings were distributed to every Chinese citizen. One of these propaganda publications Quotations from Chairman Mao which later became known as the Little Red Book contained quotes from Mao Zedong and was distributed to every Chinese citizen. The history of the Red Book provides one of the best ways in which to analyze Chinese propaganda during the Cultural Revolution and see the ways in which the Chinese government was able to produce and effectively indoctrinate the Chinese people with Mao Zedong Thought. Official Chinese magazines from the period of 1967 to 1970 are filled with many pictures of citizens holding, reading, and memorizing the Red Book. This proposal will trace the rise and fall of images of the Red Book in the official Chinese publication China Reconstructs. This proposal will use a graphical analysis of pictures in this publication from 1966 to 1973 to show that propaganda was not just a tool of the Communist party but also a reflection of internal power struggles within the party during the Cultural Revolution. The Red Book was written several years before it became the object of national adoration and a tool for the Cultivation of Mao's personality Cult. The history of the Red Book and its meteoric rise from a hand book for military recruits to compulsory reading for all Chinese citizens, is closely tied to its developer Lin Biao's rise to power. Lin Biao was born in 1907 and was fourteen years younger then Mao; he joined the communist party in 1925 and until the communists captured control of China was at various times in charge of resiezce forces, and armies of communist soldiers. When the communists took control in 1949 Lin Biao was behind Mao Zedong, Liu Shaoqi, Zhou Enlai, Chen Yun, and Deng Xiaoping in rank (Yan and Gao, 1996: 179). But eighteen years later during the height of the Cultural Revolution Lin Biao by winning favor with Mao by publishing and championing the Red Book and the Cult of Mao became second only to the Chairman in power and position (Ming-Le, 1983: 80). In 1959 Peng Dehua was dismissed as minister of defense and Lin Biao was appointed in his place. At an armed forces meeting for high cadres during September of that year Lin Biao, energetically started promoting the Cult of Mao saying, "Learning the writings of comrade Mao Zedong is the shortcut to learning Marxism-Leninism. Chairman Mao's writings are easy to learn and can be put to use immediately. Diligent work will pay dividends many fold." (Yan and Gao, 1996: 182) His references to "shortcut" and "quick dividends" in his speech went unnoticed at the time as few foresaw the effects of creating a Cult around Mao. But looking back on the Cultural Revolution and Lin Biao, we can see his using the Cult of Mao was indeed a shortcut that produced huge dividends both for himself and for Mao. Mao to the Chinese people was a symbol sovereignty and the construction of socialism; to them praise for Mao was fitting with his symbolic role in society. Starting in 1959 Lin Biao in front of military audiences in order to help buildup support for the Cult of Mao used such phrases as, "the dire necessity of acquiring Mao Zedong's thought," "to study the writings of Mao Zedong with questions in mind is to shoot arrows with target in sight," "we must arm our minds with Mao Zedong's thought" (Yan an Gao, 1996: 181). Lin Biao's goal of building up both himself and the Cult of Mao lead him in September of 1960 to pass a resolution at the meeting of the Military Commission, which called for more political education among the armed forces (Yan and Gao, 1996: 181) "Mao Zedong Thought is the compass for the Chinese people's revolution and socialist construction, the powerful ideological weapon against imperialism, and the powerful ideological weapon against revisionism

Tips Tricks How to Use the Control Panel

Tips Tricks How to Use the Control Panel Tips for Using the Control Panel When logged in, you will see a table with a list of all your orders. If you have a total of more than 8 orders, we will split your orders into pages. There are several columns in the table. Column Date shows the date when the order was placed. Deadline column only shows a deadline for orders that are currently in progress and will display late orders in red color. The Progress column displays the progress of the paper. Not every writer keeps the client notified of the progress, so if you feel like you need to know what is going on, click the Request progress update link from the Actions menu. The Writer column will show writer ID. It is done mainly to help you sort the orders by the writer ID, to have the idea how many of your orders are done by the same writer. In Quick actions column you have access to some quick actions you can perform with an order, without accessing the page for that order. Below you can also see a block that is called One-touch support request. This block will help you send a message for any order you have in progress without opening the corresponding order details page. You can send a message to staff or to the writer. This is useful when you have a quick comment for the writer, or when there is no update on the order and you want to notify staff about it. Click on the corresponding order to access a detailed information and actions page. On this page, you will be able to upload additional instructions, communicate with the writer or staff directly.

Written assignment 3 Essay Example | Topics and Well Written Essays - 250 words

Written assignment 3 - Essay Example b. Longs Peak in Rocky Mountain National Park, is 14,259 feet in elevation. Can you see Cheyenne, Wyoming (about 74 miles away at an elevation of 6,062 feet, so youll have to subtract to get the height to use in the equation) from its summit? Use part a! Explain your answer. (I—your facilitator—used to live pretty close to Longs Peak; I could see it out my office window, and my brother lives in Wyoming. Ive been able to test this by looking for Longs Peak from Cheyenne since being able to see Longs Peak from Cheyenne is equivalent to being able to see Cheyenne from Longs Peak. Ive also climbed Longs Peak, but I didnt look for Cheyenne when I was there. If you do the algebra correctly, you do in fact get the same answer that Ive observed. So, D = 1.32 * = 119.51 miles ïÆ'   this is the distance from the summit that an observer can view to the horizon and 74 miles is within this range, therefore, I would be able to see Cheyenne, Wyoming from the top of Longs

Negotiation plan Essay Example | Topics and Well Written Essays - 1000 words - 1

Negotiation plan - Essay Example (2005), sufficient preparation provide the opportunity to clearly describe the goals, recognition of core issues, understanding of parties involved and to assess the effectiveness of the strategies adopted for the negotiation. It is the successful preparation phase which ensures that delegation moves closer to the success as defined by the objectives of negotiation. Following is the preparation plan for negotiation of a Dairy Company XYZ with the employee union, the number of permanent and full time employees exceeds one hundred and all of them are members of this union. They approached the management with some demands and issues, several meetings were held and many issues were resolved but the parties still have differences on some of the crucial issues. Both the parties are eager to finalize the issues and differences in the upcoming meeting. As the leader of the delegation from the Dairy Company, I propose the following negotiation plan. Most of the issues including pay rates, classification structure, number o annual leaves, daily break for meal etc have been resolved in the previous meetings. Among five issues that require resolution in the next meeting include: The goal of the group is to achieve agreement on the three core issues including the life of the agreement, factors that will serve as basis for the increase in wages and hour’s roster. The union demands that the agreement should be for one year, wages should be increased according to the increase in the inflation and increase in the output from the beginning of the year 2011 to till date and roster hour should be set to 152 hours per four weeks cycle. The goals set by the group are to fix the agreement life for three years; wages should be increased with productivity rather than inflation and increase should be from the start of the agreement while the roaster hour should be flexible and company can change it on a notice of two days as compared to the five days demanded by the Union. The life

Employee Motivational Theories and Concepts Essay Example for Free

Employee Motivational Theories and Concepts Essay Numerous theories on the subject of employee motivation have been developed and published for the better part of this century. While early employers thought of their workers as just another input into the production of goods and services (Lindner, 1998), employees were becoming increasingly dissatisfied with working conditions and malevolent management. As post-war, labor tensions mounted in the 1920s, employers needed to change their approach to employee relations if they were to avoid costly, and sometimes violent, labor strikes. Early motivational theories set the foundation for the development of 20th century concepts, including the move to get â€Å"Googled† and motivational techniques based on business strengths found in the corporate toolbox. Early Motivational Theories George Elton Mayo, an Australian-born psychologist and Harvard Professor, began significant research in 1927 in an attempt to demonstrate that employees, if appropriately motivated, are more productive and can achieve greater return through appropriate human relationship management techniques (Trahair Zaleznik, 2005). This research, referred to as the â€Å"Hawthorne Studies,† found that employees are not only motivated by financial gain, but also by the behavior and attitude of their supervisors. During these studies, the employees responded positively to the mere fact that they were receiving attention from their supervisor as a result of the experiment. In his article, Gordon Marshall (1998) noted that â€Å"the term ‘Hawthorne effect’ is now widely used to refer to the behavior-modifying effects of being the subject of social investigation, regardless of the context of the investigation. More generally, the researchers concluded that supervisory style greatly affected worker productivity† (para. 1) and that â€Å"enhanced productivity therefore depends on management sensitivity to, and manipulation of, the ‘human relations’ of production† (para. 2). This represented a dramatic paradigm shift for employers and theorists alike. Subsequent to the conclusion of the infamous Hawthorne Studies, five primary motivational theories have developed that have increased the understanding of what truly motivates employees. They are Maslow’s need-hierarchy, Hertzberg’s two-factor system, Vroom’s expectancy theory, Adam’s equity theory, and Skinner’s reinforcement theory. Maslow identified that employees, in general, have five primary levels of needs that include psychological (e.g. air, food, shelter), safety (e.g. security, order, stability), belongingness (e.g. love, family, relationships), esteem (e.g. achievement, status, responsibility), and self-actualization (McLeod, 2007). Maslow further noted that, in order to provide motivation, the lower levels would need to be satisfied before one progressed to the higher levels. Hertzberg classified motivation into two, distinct factors. He believed that intrinsic factors (or motivators) produce job satisfaction through achievement and recognition while extrinsic (or hygiene) factors produce dissatisfaction. He identified extrinsic factors to be associated with compensation and perceived job security, or lack thereof. Vroom theorized that demonstrated effort would lead to performance which, in turn, would lead to reward (either positive or negative). The more positive the reward the more highly motivated the employee would be. To the contrary, negative rewards would result in a lesser motivated employee. Adams found that employees want to ensure that there is a sense of fairness and equity between themselves and their co-workers. He believed that equity is achieved when employees are contributing, in terms of input and output, at the same rate. Skinner’s theory was likely the most simplistic, He established that employees will repeat behaviors that lead to positive outcomes and eliminate or minimize behaviors that lead to negative outcomes. He conceived that, if managers positively reinforce desired behavior, it would lead to positive outcomes and that managers should negatively reinforce employee behavior that leads to negative outcomes (Lindner, 1998). James R. Lindner, Professor of Management and Research at Ohio State University, has conducted extensive research on this topic. In his paper â€Å"Understanding Employee Motivation,† he further extrapolated on the five theories, providing a comparative analysis, and offering a summary definition that focuses on the psychological process and â€Å"inner force† associated with the accomplishment of personal and organizational goals (Lindner, 1998). 20th Century Concepts In addition to studying popular theories associated with employee motivation, Lindner (1998) includes the methodology and outcomes of an independent study, conducted at Ohio State University, that sought to rank the importance of ten motivating factors. The results of this study were compelling; with â€Å"interesting work† ranking as number one over other more commonly identified motivators, such as wages and job security. In comparing these results with Maslow’s hierarchy of needs, among others, he found that the results are mixed, with the highest ranked factor (interesting work) being one of self-actualization and contrary to Maslow’s findings (Lindner, 1998). This presents a divergent result that challenges Maslow’s assumption that the lower needs must be satisfied before a person can achieve their potential and self-actualize (McLeod, 2007, para.16). This does not negate Maslow’s work, but rather demonstrates that a natural evolution may have taken place with the modern workforce due to the progression of motivation strategies. This is a credit to the work of early theorists, and a call to arms for those that continue this research. Get Googled But history has yet to definitively answer the question, â€Å"what is the best method(s) to motivate employees?† The imprecise answer continues to be: it depends. Many successful organizations incorporate a variety of programs aimed at motivating their employees, based on their specific population. Google Inc., for example, is leading the way to restructure management so that employees can streamline creative ideas that produce blockbuster new products. They are rewarding employees with perks like onsite swimming pools, allowing employees to bring their pets to work, providing onsite child care, and all the free food employees want (â€Å"How Google Inc. Rewards Its Employees,† 2010, Thinking Leaders, para.1). While this may not be realistic for every organization, there is something to be said about the fact that Google, Inc. is consistently ranked by Fortune magazine as the best place in the U.S. to work. However there are things that a company can do to motivate their employees that are low or no cost and likely already exist in their corporate toolbox. The Corporate Toolbox Most successful organizations pride themselves on their ability to promote their product or service to achieve the desired level of profitability. They develop strategic plans, set production goals and persuade their customers that they are best of the best in their field. They are advertisers and peddlers of wares. So what does this have to do with motivation? Robert Hershey, Director of James E. Rogers College of Law at the University of Arizona and contributing author to the Journal of Managerial Psychology, contends that there is a significant correlation between an organization’s ability to successfully promote their business and thrive at motivating their employees. He notes that â€Å"we do not need one more theory of motivation; we need better insight into the psychology of advertising. We can take some tried-and-true product advertising techniques that have been found to be effective and use them in a human resources and management context. But before we do that, the point must be made that, as a practical matter, our vocabulary and attention require a shift from the motivation jargon of needs, expectancy, two-factor theories, etc., to an emphasis on communications practices, because persuasion requires the transmission of information† (Hershey, 1993). If Hershey is correct, then an emphasis on communication and inclusion would create an environment ripe for employee motivation. One could also argue that, if communication is key, allowing input and empowered decision making is the next logical step to producing a motivated employee. Carolyn Wiley, Professor of Business at Roosevelt University, concurs with this notion and provides the following supporting statements in her article â€Å"Creating an Environment for Employee Motivation†: When employees have an opportunity to provide input, this increases their survival rate and their sense of commitment. In many very small companies, a natural sense of owners hip often develops among the employees. However, as companies grow, feelings of ownership and commitment start to decline. To increase commitment as the organization grows, managers must change how they define who retains control. Shared decision making is essential both to company success and employee survival. Workers generally do not resist their own ideas and decisions. Rather, they are motivated to fulfill them. (Wiley, 1992, para.14) While this may seem threatening to traditional leaders, it should not be viewed as surrendering control. Employees that are empowered through inclusion are ambassadors for organizational success. It is only through mutual success that both the employee and company thrive. It seems so simple, but eludes even the most progressive of companies. Most organizations are more inclined to spend thousands of dollars creating recognition programs, building home office environments, developing bonus structures and hosting employee appreciation events rather than recognizing that most employees are merely looking to be valued. The same attention that motivated the Hawthorne workers applies to the modern employee who just wants to contribute and receive credit for their effort. Conclusion There is certainly compelling evidence to indicate that employee motivation comes in many forms. Whether one places their belief in the theoretical assumptions of a Maslow or Hertzberg, their financial backing in the creation of a Google-esque environment, or capitalize on their organizational strengths to communicate and persuade, there is clear agreement that the ability to successfully motivate employees is essential for corporate success and sustainability. The concept of positive human relation management has finally taken its place at the forefront of organizational strategies and, with it, the evolution of employee motivation. References Trahair, R. Zaleznik, A. (2005). Elton Mayo: The Humanist Temper. New Brunswick, NJ: Transaction Publishers Marshall, G. (1998). A Dictionary of Sociology; Hawthorne Studies. Retrieved from Encyclopedia.com: http://www.encyclopedia.com/doc/1O88-Hawthornestudies.html Lindner, James R. (1998). Journal of Extension; Understanding Employee Motivation. Retrieved from http://www.joe.org/joe/1998june/rb3.php McLeod, S. A. (2007). Simply Psychology; Maslow Hierarchy of Needs. Retrieved from http://www.simplypsychology.org/maslow.html How Google Inc. rewards its employees. (2010). Retrieved from Thinking Leaders website: http://www.thinkingleaders.com/archives/517 Hershey, R. (1993). A practitioner’s view of motivation. Journal of Managerial Psychology, 8(3), 10-10. Retrieved from http://ezproxy.arbor.edu:80/login?url=http://search.proquest. com/docview/ 215865845?accountid=13998 Wiley, C. (1992). Create an environment for employee motivation. HR Focus, 69(6), 14-14. Retrieved from http://ezproxy.arbor.edu:80/login?url=http://search.proquest.com/ docview/206781828?ac countid=13998