Isomerism in Molybdenum Carbonyl Phosphine Complexes

Isomerism in Molybdenum Carbonyl Phosphine Complexes Part A Preparation and Identification of the Isomers of [Mo(CO)4(PPh3)2] Introduction Molybdenum carbonyl phosphine complexes with the general formula, [Mo(CO)4L2] where (L=PR3; R=Me, Ph etc) have an octahedral geometry. This means the complexes are able to display either cis or trans stereochemistry. Interconversion between the two isomeric forms is enabled through thermal Mo-P bond cleavage. Only the thermodynamically stable isomer of [Mo(CO)4(PPh3)2] is formed by direct reaction of Mo(CO)6 and PPh3. So in order to isolate both isomeric forms of the complex, [Mo(CO)4(piperidine)2] is used as an intermediate. The aim of this experiment was: The preparation of [Mo(CO)4(piperidine)2] by reaction of Mo(CO)6 with piperidine dissolved in toluene The preparation of cis-[Mo(CO)4(PPh3)2] by substitution of piperidine with PPh3 The thermal isomerisation of [Mo(CO)4(PPh3)2] to produce the trans isomeric form Characterization of the products by IR spectroscopy allowed the isomeric forms of each of the complexes to be identified, and the most stable form of the product to be deduced. Reaction Scheme Method Preparation of [Mo(CO)4(piperidine)2] A summary of the preparative details for the formation of [Mo(CO)4(piperidine)2] is detailed in table 1.1 Volume Weight Molar Mass Molar Amount Equivalence Density cm-3 g g mol-1 mol g mL-1 Mo(CO)6 1.00 264.00 3.788E-03 1.00 Toluene 15.00 12.98 92.14 1.408E-01 37.18 0.865 Piperidine 10.00 8.62 85.15 1.012E-01 26.73 0.862 Table 1.1 The preparative details of [Mo(CO)4(piperidine)2] Mo(CO)6 (1.00 g, 3.79 mmol) was dissolved in a mixture of toluene (15 mL) and piperidine (10 mL, 9.62 g, 101.00 mmol), under an inert atmosphere with stirring at 110 à ¢Ã‚ Ã‚ °C for 2 hours under reflux. The resultant yellow mixture was filtered under vacuum for 15 minutes, washed with ice-cold 60/80 petroleum ether (210 mL), to yield a yellow crystalline solid of [Mo(CO)4(piperidine)2]. Yield (1.19 g, 83%); ÃŽ ½max/ cm-1 3250.88 (N-H), 2931.85, 2853.10 (C-H), 2011.73, 1877.24, 1756.58, 1706.11 (C=O), 1476.99, 1462.33 (C-C) In order to calculate the yield of [Mo(CO)4(piperidine)2] formed, the following method was employed, with details summarised in table 1.2. Mass Obtained Molar Mass Moles Theoretical Yield Percentage Yield g g mol-1 mol g [Mo(CO)4(piperidine)2] 1.19 378.30 3.146E-03 1.433 83.05 Table 1.2 The yields for the formation of [Mo(CO)4(piperidine)2] The theoretical mass of [Mo(CO)4(piperidine)2] was calculated from its molar mass and the number of moles of the limiting reagent, Mo(CO)6 , using the following equation eq.1.1 On formation of [Mo(CO)4(piperidine)2] the yield of the complex was actually obtained to be 1.19 g. So in order to work out the percentage yield of [Mo(CO)4(piperidine)2] formed, eq 1.2 was used Preparation of [Mo(CO)4(PPh3)2] (Isomer A) by Substitution of Piperidine with PPh3 A summary of the details of preparing [Mo(CO)4(PPh3)2] (isomer A) is given in table 1.3 Volume Weight Molar Mass Molar Amount Equivalence Density/ g mL-1 cm-3 g g mol-1 mol g mL-1 [Mo(CO)4(piperidine)2] 0.50 378.30 1.322E-03 1.00 PPh3 0.75 262.29 2.859E-03 2.16 CH2Cl2 10.00 13.25 84.93 1.560E-01 118.04 1.325 [Mo(CO)4(piperidine)2] (0.50 g, 1.32 mmol), triphenylphosphine (0.75 g, 2.86 mmol) and CH2Cl2 (10 mL) were refluxed at 40 à ¢Ã‚ Ã‚ °C, under an inert atmosphere for 15 minutes. The reaction mixture was allowed to cool to room temperature. Then methanol (15 mL) was added to the mixture and cooled in the freezer for 30 minutes. The precipitate was filtered under vacuum for 15 minutes which yielded a pale-yellow solid of [Mo(CO)4(PPh3)2](isomer A). Yield (0.43 g, 44%); ÃŽ ½max/ cm-1 2925.53 (C-H), 2011.26, 1876.74, 1756.04, 1706.81 (C=O), 1462.87 (C=C). The yields of the product, [Mo(CO)4(PPh3)2] (isomer A) are summarized in table 1.4. Mass Obtained Molar Mass Moles Theoretical Yield Percentage Yield g g mol-1 mol g [Mo(CO)4(PPh3)2] (Isomer A) 0.43 732.58 5.870E-04 0.968 44.41 As before using eq.1.1 and eq.1.2 the percentage yield was calculated from the theoretical yield. However in this case the limiting reagent was found to be [Mo(CO)4(piperidine)2] Preparation of [Mo(CO)4(PPh3)2] (Isomer B) by Thermal Isomerisation of Isomer A Table 1.5 shows a summary of the preparative details of [Mo(CO)4(PPh3)2] (isomer B) Volume Weight Molar Mass Molar Amount Equivalence Density cm-3 g g mol-1 mol g mL-1 [Mo(CO)4(PPh3)2] (Isomer A) 0.40 732.58 5.460E-04 1.00 Toluene 4.00 3.46 92.14 3.755E-02 68.77 0.865 Since isomer A was produced in a relatively low yield, the thermal isomerisation reaction was scaled so that only 0.4 g of isomer A was used. [Mo(CO)4(PPh3)2] (isomer A) (0.40 g, 0.55 mmol) was added to toluene (4 mL) and stirred under reflux at 110 à ¢Ã‚ Ã‚ °C for 30 minutes under an inert atmosphere. The solution was cooled to room temperature and 60/80 petroleum ether (9 mL) was added to aid precipitation. The resultant mixure was filtered under vacuum for 15 minutes, rinsed with 60/80 petroleum ether (2 x 5 mL), which yielded a brown solid of [Mo(CO)4(PPh3)2] (isomer B). Yield (0.26 g, 65%); ÃŽ ½max/ cm-1 3056.60 (C-H), 1873.38 (C=O), 1476.92, 1431.71 (C=C). The yields of the product, [Mo(CO)4(PPh3)2] (isomer B) are summarized in table 1.6 Mass Obtained Molar Mass Moles Theoretical Yield Percentage Yield g g mol-1 mol g [Mo(CO)4(PPh3)2] (Isomer B) 0.26 732.58 3.549E-04 0.400 65.00 As before using eq.1.1 and eq.1.2 the percentage yield was calculated from the theoretical yield. Results and Discussion This experiment involved the isolation of the two geometrical isomers of [Mo(CO)4(PPh3)2]. Only one of these isomers can be isolated from the direct reaction of PPh3 with [Mo(CO)6]. This reaction requires a long reaction time and high temperatures but yields the more thermodynamically stable geometrical isomer. So in order to isolate the isomer B, an alternative synthetic route was employed. A precursor in the form of [Mo(CO)4(piperidine)2] was used to yield isomer B, since PPh3 is now able to readily substitute piperidine. This method relies on the nature of the ligands. Piperidine is a weak field ligand, and so forms a relatively weak dative bond with the molybdenum ion. However, PPh3 is a strong field ligand and so binds strongly with the central metal ion. This means PPh3 easily displaces the piperidine ligands to give rise to the isomer B form of the complex [Mo(CO)4(PPh3)2]. The first part of the reaction involved the preparation of the intermediate [Mo(CO)4(piperidine)2] which is a yellow solid which is in agreement with literature. The complex was formed in good yield at 83%. The infrared spectrum of [Mo(CO)4(piperidine)2] shows four peaks corresponding to C=O vibrations at 2011.73, 1877.24, 1756.58 and 1706.11 cm-1 (lit). This suggests the isomer of the complex formed is the cis geometrical isomer. This can be explained by employing a group theory technique, which uses an unshifted C=O bonds procedure, as illustrated in figure. E C2 ÏÆ'(xz) ÏÆ'(yz) à Ã¢â‚¬Å"CO 4 0 2 2 Cis-[Mo(CO)4(piperidine)2] has C2V symmetry and the irreducible representation of unshifted bonds is deduced to be 2A1 + B1 + B2. Since all of these operations are IR active, four peaks are expected in the carbonyl region of the spectrum. In the IR spectrum there is also a peak at 3250.88 which corresponds to an N-H bond. This is indicative of unreacted piperidine. The presence of residual piperidine did not negatively affect the experiment to any significant extent. The synthesis of [Mo(CO)4(PPh3)2] (isomer A) yielded a pale yellow solid as reported by. The complex produced a 44% yield which affected the proceedings of the reaction as enough product was not formed. This meant the subsequent reaction had to be scaled down. The IR spectrum of [Mo(CO)4(PPh3)2] (isomer A) displayed four peaks in the carbonyl region at 2011.26, 1876.74, 1756.04 and 1706.81 cm-1 which were similar to those reported in the literature. The compound was also determined to have C2V symmetry which would therefore be expected to give rise to 4 peaks in the spectrum. Therefore isomer A is cis-[Mo(CO)4(PPh3)2]. As a result, it can be deduced that isomer B of [Mo(CO)4(PPh3)2] is the trans geometrical isomer. The trans isomer has a D4h point group and so is expected to produce a single peak in the IR spectrum. As predicted, the spectrum of isomer B has a peak in the carbonyl region at only 1873.38 cm-1. The trans-[Mo(CO)4(PPh3)2] isomer was a brown solid and produced at a reasonable yield of 65%. The trans isomeric form of [Mo(CO)4(PPh3)2] is the thermodynamically more stable form of the two isomers. The trans isomer required more vigorous reaction condition such as the solvent heated to 110 à ¢Ã‚ Ã‚ °C and a longer reaction time as opposed to the milder conditions used for the formation of the cis isomer. The trans isomer places the two bulky PPh3 ligands as far as possible from one another, at 180 à ¢Ã‚ Ã‚ ° apart, which gives the complex the lowest possible energy. Cis-[Mo(CO)4(PPh3)2] is the kinetic product of the reaction since it forms at a faster rate. This is because the activation energy barrier is much smaller, as reflected by the mild conditions imposed (40 à ¢Ã‚ Ã‚ °C toluene, 15 minute reflux). Conclusion The synthesis of all three complexes was successful. A good yield was obtained for the formation of [Mo(CO)4(piperidine)2] at 83%. However, isomer A of [Mo(CO)4(PPh3)2] was produced at a relatively low yield of 44%, in comparison to 65% produced for isomer B. The low yield of isomer A affected the proceedings of the subsequent steps of the reaction, and so required a scaling down of reagents used from this point onwards. The infrared spectrum of [Mo(CO)4(piperidine)2] produced four C=O stretching bands at 2011.73, 1877.24, 1756.58 and 1706.11 cm-1; which matched those reported in literature. This suggested that the complex had a cis geometry and therefore the point group of the complex is C2V. For isomer A of [Mo(CO)4(PPh3)2], the point group was also inferred to be C2V. using the method of unshifted C=O bonds, it was determined that four peaks are expected in the spectrum corresponding to C=O vibrations. The infrared spectrum obtained did indeed have four bands at 2011.26, 1876.74, 1756.04 and 1706.81 cm-1. This shows good correlation with the predictions from group theory. For isomer B of [Mo(CO)4(PPh3)2], the spectrum displayed a single peak at 1873.38 cm-1 which corresponds to C=O. The geometry of the complex is therefore confirmed to be trans, and the point group deduced to be D4h for the complex. The colours of the complexes showed good agreement with that reported in literature. The intermediate complex [Mo(CO)4(piperidine)2] was yellow in colour. The cis isomer of [Mo(CO)4(PPh3)2] was pale yellow, whilst the trans isomer was brown. To summarize the products were produced in reasonable yield, and the IR spectra along with group theory allowed the distinction of the isomeric forms of the complexes. Questions A complex ion is formed when a d-block transition metal ion forms a coordinate bond by accepting a pair of electrons from a ligand. A ligand is an ion or molecule that surrounds the metal ion and is able to donate a pair of electrons to it. This means the ligand is a Lewis base, whilst the central metal ion functions as a Lewis acid. There are two types of bonding between a d-block transition metal and a ligand, namely ÏÆ'-bonding and Ï€-bonding. ÏÆ'-bonding is present in all interactions between a metal and ligand because the lone pair of the ligand lies on the internuclear axis. However, some ligands are able to participate in Ï€-bonding interactions. A ligand is said to be a Ï€-donor ligand if the interaction involves donation of electron density from a filled orbital towards an empty metal orbital. It is also possible for a ligand to be a Ï€-acceptor ligand. In this case, electron density is donated from a filled orbital on the metal to an empty orbital on the ligand. The bonding between a d-block transition metal and specific ligands is discussed below: C≠¡O Carbon monoxide is a strong field ligand with its position high in the spectrochemical series, which means that it gives rise to low spin complexes, due to the fact that it has a large value of Δoct. There are two components that describe the metal carbonyl bonding. ÏÆ'-bonding – when a lone pair of electrons from C≠¡O is donated to an empty d-orbital on the metal, this is known as ÏÆ'-bonding. Ï€-acceptor ligand – when electrons from the filled metal d-orbital are donated to an empty Ï€* acceptor orbital on CO, this is known as Ï€-back donation. CO is both a ÏÆ'-donor and Ï€-acceptor ligand. Since these components complement one another, this results in synergic bonding. In other words, the greater the ÏÆ'-donation the greater the Ï€-back donation. However the extent of backbonding does depend on the oxidation state of the metal and the electronic properties of the other ligands present. Structurally, as a result of synergic reinforcing components, the metal carbonyl bond strength is increased, but this means the C≠¡O is weakened, relative to free C≠¡O gas. This is due to an increase in the electron density of the antibonding Ï€* orbital. PPh3 Triphenylphosphine has a lone pair of electrons on P that it is able to donate to the transition metal centre, and so acts as a ÏÆ'-donor ligand as illustrated in figure†¦. The phosphine has a vacant orbital, so in theory it can also act as a Ï€-acceptor ligand. However, the 3d orbitals that are vacant on phosphorus may be of too high energy for Ï€-backdonation to occur. Instead the ÏÆ'* orbital contributes as the main acceptor component. The ability of a phosphine ligand to act as an acceptor is controlled by the identity of the R substituent. Since in PPh3, the substituent is phenyl which is not a very electron-withdrawing group, the Ï€ acceptor properties are weak. This is because the phenyl rings are not electron-withdrawing enough to lower the energy of the 3d orbitals on phosphorus. However, if the R substituent was replaced by an electron-withdrawing group, the Ï€ acceptor properties of the phosphine group would be greater. To summarise, PPh3 is a good donor but a poor acceptor. Piperidine The molecular formula of piperidine is C5H10NH and the structural formula is displayed in figure†¦. Piperidine can act as a ligand because the nitrogen atom has a lone pair of electrons. However unlike CO and PPh3 it is classed as an intermediate field ligand. Piperidine is able to donate its lone pair of electrons on nitrogen to the transition metal centre, and so is said to act as a ÏÆ'-donor. However since the nitrogen atom only has one lone pair of electrons, it is unable to participate in Ï€-backdonation. [Mo(CO)4L2] where L exists as piperidine or PPh3 may exist as two different geometrical isomers: cis or trans. By considering only the C≠¡O bond of the compound in the infrared spectrum and by exploitation of group theory, the molecular arrangement of the compounds prepared could be determined. Cis For cis-[Mo(CO)4L2] the point group was identified to be C2V (since it has a C2 axis, ÏÆ'(xz) and ÏÆ'(yz) components). In the case of cis-[Mo(CO)4L2] the character table for C2V is CHARACTER TABLE C2V here Since only the C≠¡O bonds are being considered, the reducible representation of the number of unshifted C≠¡O bonds under each operation of the point group is detailed in table†¦Ã¢â‚¬ ¦. E C2 ÏÆ'(xz) ÏÆ'(yz) à Ã¢â‚¬Å"CO 4 0 2 2 The reduction formula provides a means of converting a reducible representation into a sum of irreducible representations Where ai= number of times an IRREP contributes to the reducible representation; h= total number of symmetry operations, nR= number of operations in a class; χ(R) = character in reducible representation; χIR= character in IRREP Therefore when the formula is applied to each line of the character table we get: So overall à Ã¢â‚¬Å"CO = 2A1+B1+B2 The complex was then described in terms of vibrational modes, à Ã¢â‚¬Å"CO E C2 ÏÆ'(xz) ÏÆ'(yz) à Ã¢â‚¬Å"CO 2 0 1 1 Using table (C2v character table) it can be seen that A1, B1 and B2 are all infrared active. Therefore cis-[Mo(CO)4L2] would be expected to give rise to four peaks in the vibrational spectrum. The same process was carried out for the trans isomer in order to determine the number of IR active bands in the vibrational spectrum. Trans For trans-[Mo(CO)4L2] the point group was identified to be D4h In the case of trans-[Mo(CO)4L2] the character table for D4h is CHARACTER TABLE D4h here Since only the C≠¡O bonds are being considered, the reducible representation of the number of unshifted C≠¡O bonds under each operation of the point group is detailed in table†¦Ã¢â‚¬ ¦. E 2C4 C2 2C2’ 2C2† i 2S4 ÏÆ'h 2ÏÆ'i 2ÏÆ'd à Ã¢â‚¬Å"3N 4 0 0 2 0 0 0 4 2 0 As before the reduction formula was used to convert the reducible representation into a sum of irreducible representations Therefore when the formula is applied to each line of the character table we get: E 2C4 C2 2C2’ 2C2† i 2S4 ÏÆ'h 2ÏÆ'i 2ÏÆ'd ai A1g 4 0 0 4 0 0 0 4 4 0 1 A2g 4 0 0 -4 0 0 0 -4

Stepmom: About Death and Dying

Movie Review: Stepmom By: For: November 16th, 2010 REL201 The film step mom beautifully portrays the effects death and dying can have on a family. Even one like the Harrison's, where the parents are split up, and and a new women has come into Luke's live. Their will always be different ways of coping with death and that is shown through all the characters, be it strong willed like Luke and Jackie, negatively and dramatically like the daughter Anna, or positively and unaware like the son Ben. All these different ways of coping make this film an ideal one to view the different ways one can cope.Throughout the film Stepmom death is shown as both a negative and positive affecting occurrence. When the main character Jackie Harrison is first told that her diagnosed cancer has became much worse, she is spiteful and hate-filled. She resents the fact that her recently divorced husband is now getting married to a younger woman, she is also angry that her marriage to Luke didn't work out, and i s also saddened at the fact that she will never live to see her children grow up. The positive aspects of death in this film is that Jackie soon realizes that she has to come to grips with her inevitable death.This allows her to live her remaining months in peace with her children and even become happy with Luke and Jena Malone getting married. In the circumstance on Jackie Harrison, death is not presented as a natural part of the life cycle. Cancer, is a modern problem with no modern cure as of yet. It endangers and ends many young lives throughout the world. Jackie was already diagnosed with cancer a year before, however, when she went for a re-evaluation it was found that the cancer had re-appeared and had intensified in her body. This shows that cancerous cells can begin to form at anytime in one's body and is not a atural part of the life cycle. In the case of Jackie there are two sides. At first when re-diagnosed she is very fearful. Not for herself, but rather for her childre n. Jackie is afraid that she will not be able to see her children again, and be able to watch them grow up and lead fulfilling lives. She is delivered more bad news at a dinner by her ex-husband. Luke tells Jackie that he is to marry Jena Malone. Jackie is angered again and can not bare to tell Luke that she is in fact dying of cancer and will not be around to raise their children. Another scene depicting anger is after Ben falls off the play structure and eeds stitches.At the hospital she tries to see her son, but Jena is already there comforting him. He asks Jena to sing her a song because â€Å"Mommy always does† (Stepmom). As Jackie looks on from outside the room Jena sings for Ben and she is angered by this and goes home and has a fit in her home. Jena uncovers Jackie's secret through a conversation they have at her home. She tells Jena that she is infect going to L. A. to see an oncologist for treatment. Jena is saddened to hear that the ex-wife is dying of cancer and a sks â€Å"are you dying? â€Å", to which Jackie replies â€Å"Not today†¦Ã¢â‚¬  (Stepmom). This in turn affects Luke who is the next o find out and thus feels guilty. He feels as though it should have been him and not Jackie. They decide to tell the children about the cancer together and this scene provides the most dramatic effect of the movie. Ben takes the news very lightly and is intrigued as to what his mom is enduring, there is a doubt as to how much Ben knows about the situation. He thinks it's less serious then it actually is. The daughter Anna, is immediately angered by the news and storms off. As she heads upstairs Luke yells â€Å"You do not run out on your mother†, and she replies â€Å"No that's your job† (Stepmom).This scene is important because it shows how the family as an entirety deals with death. The message of the film Stepmom is too fully appreciate one's life to the fullest while you can, and to truly live like you we're dying. It also h as many family values attached to the death process. Jackie who has always enjoyed her children now see's the reasons to why she is truly enjoying them. After hearing that her cancer has got worse she decides to stay home and take time with to be with her family. Luke even becomes more involved with her as her condition worsens, something he never did when they we're together and she was healthy.A kind of ironic tragedy. It also portrays that Jackie will never be able to be replaced as the children's mother but Jena can do more by being there for them while they live on without Jackie. In one of the lasts scenes Jena and Jackie make amends and realize that the kids won't have to choose and that they could love them both. â€Å"I have their past, and you can have their future† (Stepmom) is what Jackie says in comfort to Jena. The white dove that Ben always asks about has dual meaning throughout the film. Ben believes every magician needs a white dove, but the dove in fact symb olizes freedom and life.The symbolism of the dove also has heavy meaning towards Jackie. It would represent her long after she is gone and would be the confidant of the young Ben. In the final scene at Christmas time, Jackie is at this point very ill. When Ben comes upstairs to Jackie's room to get his present from her she is alone in a chair. She smiles and gives Ben a magician's cape to continue living his childhood dream of becoming one someday. She then goes downstairs after Anna comes to get her, and helps Luke, Jena and Ben perform a magic trick to uncover the white dove in the cage underneath the magician's cape.It is symbolic because this white dove will represent Jackie and her continued support of her son long after she is gone. Stepmom was a great film to watch in terms of understanding how a family can cope with death and dying. It shows the contrasts of family values, ways of coping with death and also the support system a family can have throughout times of crisis. Eve n though Jackie and Luke were no longer together they found a way to make things work when the children and Jackie needed it the most. It is inspiring to see such love and compassion in a difficult situation, even when at the eginning of the film there was nothing but resentment towards each other, a common bond, brought them together and closer then ever, even if it was a negative one. Cancer continues to be a serious threat for today's modern society and we must continue the fight against to someday have a cancer free earth.Bibliography: I) Stepmom, DVD, Directed by Chris Columbus, (1998) Columbia Pictures, Hollywood. California II) http://www. ncbi. nlm. nih. gov/pmc/articles/PMC2569562/pdf/jnma00195-0137. pdf Heather M. Butts,JD,MPH III) http://en. wikipedia. org/wiki/Stepmom_(film) IV) http://www. mediacircus. net/stepmom. html

October Sky Hero Essay

Some people say you have to do something special to be called a hero, but Miss Riley just has to be herself. She was Homer’s teacher and was very encouraging. Miss Riley believed in Homer before he thought he could build the rocket. I think she acted as an inspiration to Homer and the Rocket Boys. To begin with, Miss Riley is heroic because she was an encouraging teacher. When she taught Homer, she seemed to support him very much. As a teacher, that meant she was helpful to her students including Homer. I believed she was lionhearted- meaning when she taught and also when she wasn’t Miss Riley always cared for others. For example, I knew someone who always cared for other people. She always remembered other people’s birthday’s, sent cards for all occasions, and put other people first. This person is my great- grandma, she acted as if I had a Miss Riley in my life only we were related and I was lucky for that. Furthermore, Miss Riley is heroic because she believed in Homer before he did in himself. Homer’s father- Jon put him down and showed no support towards what he wanted to do. His father wanted Homer to become a coalminer like everyone else in the town. But Miss Riley knew that is not what Homer should do, and he had a special potential to succeed by making the rocket ship. Although Miss Riley was sick when Homer was awarded 1st place- she was still very optimistic. Miss Riley had a disease called Hodgkin’s disease. This deathly disease would not allow her to live much longer. With that said Miss Riley always looked in the future, even though she was vastly ill. To continue, I feel Miss Riley acted as an inspiration. But not only for Homer, but many other people in the town. Like I said before she was a positive person and looked into in the future. Other people could take that as a lesson. I think Homer looked up to Miss Riley. I also look up to my great grandma. They both share similar traits that people don’t always have. In my opinion, my great grandma had a special power of making someone feel like they were worth living and they had a purpose in life. On the other hand Miss Riley made people feel like they could succeed. All in all, Miss Riley is heroic because she was encouraging, she believed in Homer, and she acted as an inspiration. Unfortunately, Miss Riley passed away from the disease, but of course she will be remembered, and Homer and the Rocket boys could never forget her.

Human Resource Planning and Development - Free Essay Example

Sample details Pages: 6 Words: 1662 Downloads: 1 Date added: 2017/09/22 Category Advertising Essay Type Narrative essay Tags: Development Essay Did you like this example? Human Resource Planning and Development (Unit 6) MBA Sunderland [pic] Individual assignment: Recruitment, Selection and Retention on J Sainsbury plc. Table of Content Cover page†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 Table of Content†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 Introduction of J Sainsbury plc†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3 What is Human Resource Management†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦3 Recruitment†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 Internal †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4 External†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5 Selection †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5 Retention†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Conclusion. 8 Reference†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Introduction of J Sainsbury plc J Sainsbury’s is one of the largest food retailing supermarkets in the UK with 502 supermarket and 290 convenience stores and Sainsbury’s bank. It has been focused on providing healthy, safe, fresh and tasty food to customers since the establishme nt of first store in 1869 and providing non food products to meet variety demand from customers. Sainsbury’s commits to offer great good at fair prices, where the customers’ passion for healthy food is shared. Moreover, it also follows the trend, innovation and improvement on products to preserve its leading position in the market. It now serves over 18 million customers on weekly base with 16% of market shares. The well-built work force is essential to highlight the success of business with over 138,000 employees cross its stores. (J Sainsbury plc 2009a) What is Human Resource Management Human Resources Management (HRM) is the method of using human resources to perform organizational objectives. The lacking effectiveness in human resources management will function improperly in organizations even though there are efficient financial capital, labour, information technology and other resources. HRM covers comprehensive aspects of managing people in the appropriate place to complete right tasks. HRM runs a variety of activities, it focus on deciding what kind of staffs are needed and where to find suitable candidates to implement the company’s tasks by recruiting and training employees, dealing with performance issues, and ensuring personnel policies and management practices conform with various legislations. Employee’s benefits are protected under HRM by ensuring the right approach to employee’s wage, pension, employee records and personnel policies. The advanced HRM will guarantee high productivity and improve working environment. Recruitment Organizations usually recruit new employees when required tasks are failed to carry out due to the shortage of employees. It has been defined that â€Å"Recruiting is the process of generating a sufficiently large group of applicants from which to select qualified individuals for available jobs† (Buford, Bedeian, Lindner 1995;Zoller 1996). Two main aspects are require d to be considered before firms search for new employees, which are Job Description and the channels for job Advertisement. The employee turnover is high in large size companies such as Sainsbury’s. There are three main categories at Sainsbury’s recruitment section where are Store Roles, Store Management and Store Support Centre, and each of these categories have various positions are required to filling out. Therefore, a clear Job description is a vital guidance for job hunters. A Job description typically cover following parts: Job title, Position reports, general task, responsibilities of a position, job requirement and salary range(Business balls 2009)†. For example the responsibilities in the job description for a Sainsbury’s Customer Service Department Manager requires giving leadership and instructing colleagues, ensuring each employee is in right place at right time doing right tasks, and dealing the needs of customers. It requires potential candid ates who have impressive planning skills, strong customer focus and ability to lead large team. J Sainsbury plc 2009b) Internal recruitments The advertisement of job description is the following step for recruiting new employees. Internal advertisement is one method to be used, where companies announce/advertise its job vacancies to its existing employees, which may represent promotions. Sainsbury’s usually places internal advertisement to select supervisor and internal staff transaction; they put advertisement at company’s notice board or make announcements at meetings cross stores within the region. It will be easier for company to select suitable candidates because existing employees has more knowledge and cost less for the company. External recruitments External Advertisement is used for companies to attract talented applicants from external environment. Sainsbury’s usually attract managerial level of employees through external adverting at newspaper, mag azine and informative advertising on media. They also advertise on Store Roles types of jobs at its local store notice board for external users. Employment agency is another option for external recruitments. Companies can simply provide job description to agencies where vacancies will be introduced to people who are looking for jobs. Sainsbury’s also attends universities career fairs to promote the business and attract young and professional students to serve the company. It offers wide range of graduate schemes to students major Finance, Information Technology, Retail and other fields. It also provides decent benefits to its potential future employees. Sainsbury’s also put career advertisement on its website to draw possible candidates. The website has comprehensive information about the company and job vacancies. Selection Selection is vital to a business’s success in the future operating. Any failures in selecting employees will occur costs to companies , in terms of shrinking productivity, training costs and opportunities costs of unselected suitable candidate. The selection process is more and more complicated and comprehensive from bottom to top positions within an organization. Sainsbury’s usually focus on candidate’s an attitude, communication skills and ability to work with others when selecting a suitable candidate for Administration assistant. However, when selecting managerial level of employees, Sainsbury’s concentrate on specific personalities and experiences of applicants, as the one for Department Manager in customer Service described above. Human resource department will choose the suitable applicants whose experiences and personalities meet the requirements, and also the abilities to carry out required responsibilities. Sainsbury’s will ask suitable candidates to submit their references to support their applications and reject unsuitable candidate. An interview will be given to suita ble contenders and selection techniques will be applied to examine whether the candidates have value to the company. Job contenders may be required to work within a team and give presentations to examiners. The interviewees’ leadership, team work, ability to overcome difficulties will be examined. The company will make comparisons among suitable interviewees and choose the most qualified candidates. A formal offer will be made to selected candidates. Sainsbury’s also conform to legislations when recruiting new employees and work closely under Employment Protection Act(1978), Sex Discrimination Act (1975), Race Relations Act(1976), Equal pay Act(1970), Disability Discrimination Act(1995) and other relevant Acts. The selected employee can reject the job and prosecute Sainsbury’s if the salary is lower than the payment to same position’s employee or lower than it promised according to Employment Protection Act. It will also put the company in disadvant age when the candidate was rejected because of its race rather than their suitability. Retention Employee retention means how to keep company’s employees and prevent them from looking for other external job opportunities. It has become a challenge to businesses today, especially when it comes to desirable employees. The loss of employees are not simply mean scarifies of companies training expenditures, nonetheless these employees may reveal companies’ top information to its competitors and this could bring threat to the company. Sainsbury’s Corporate Responsibility Report 2007 has stated that the number of non-management colleague leaving has dropped significantly with 10,500 per year since the start of retention programme in 2004. Sainsbury’s has implied retention strategies to keep its employees, and has introduced a slogan suggests â€Å"A great place to work. † It focuses on the improvements of working environment. The rate of incidents has dropped from overall 14. 2% in 2004/2005 to just over3% in year 2006/07, is suggested that the company has spent time and paid attention in improving their workplace. The supermarket colleague councils also have 800 pounds expenditures on engagement initiatives, such as improvement in restaurant where it provides new TVs, DVD players and comfortable sofas for employees to recharge during break time. Stores also hold entertaining events for staff and experience something new together. It offers flexible contract working hours to their employees, especially for those who are disable and who have kids. Sainsbury’s also makes diversified investments on staff developments and tries to explore the full potential of employees. The leadership development programme –â€Å"Making Sainsbury’s Great Again† is a 1-day programme to line managers, and through subsequent learning and development activities to achieve personal developments. Employees can also be div ersified by choose different types of jobs that they wish to do in the store based on their willingness to learn and their potential. Talkback is the channel through which the company can get feedbacks from its employees and Colleague Engagement index explains the level of colleagues engaged with the business. The improvement in working environment and schemes implied will no dubitably attract their employees to stay within the business; moreover it also motives their staff to maximize their contributions to Sainsbury’s. Conclusion In conclusion, this assignment explained the importance of human resource management to cooperate. HRM is about how to manage employees in order to achieve the company’s target. One of the most important things in HRM is to select suitable candidates to carry out required tasks and how to retain its employees, where Sainsbury’s was used as an example for analyzing. Job description and job advertisement requires company to make c lear information for its vacancies and choose right channels for promotions. The more applicants will be attracted when job vacancies is detailed and well promoted. Selection is the process that a company accesses a suitable candidate through different procedures to test their abilities and personalities. The human capital is vital for today’s intensive business environment. Sainsbury’s has been using wide range of schemes and investments to make a better workplace for maintaining its employees. Strong HRM supports businesses to meet their objectives and increase the productivity. References Buford, J. A. , Bedeian, Lindner 1995, Management in Extension (3rd ed. ) Columbus, Ohio. Business balls. Job descriptions. 2009. Ref Type: Internet Communication J Sainsbury plc. J Sainsbury plc, Recruitment. 2009b. Ref Type: Internet Communication J Sainsbury plc. J Sainsbury plc Company Overview. 2009a. 20090a. Ref Type: Internet Communication Zoller, C. Filling a Position i n a Small Business. 1996. Columbus. Ref Type: Generic Don’t waste time! 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