Chemistry Coursework Essay Example

Chemistry Coursework Essay Example Chemistry Coursework Essay Chemistry Coursework Essay The reactivity series is a chart showing the order that metals react with other substances. This reactivity series was determined by carrying out experiments to see how each metal reacts. The reactions are done with air, water and dilute acid.The reactivity series:Potassium (k)Sodium (Na)Calcium (Cl)Magnesium (Mg)Aluminum (Al)(Carbon)Zinc (Zn)Iron (Fe)Lead (Pb)(Hydrogen)Copper (Cu)Silver (Ag)Gold (Au)Platinum (Pt)Metals extracted by electrolysis.Metals extracted by using reduction with carbon (carbon monoxide)These metals dont react with water or acid.Exothermic and Endothermic reactions:In an exothermic reaction heat is given OUT. An exothermic reaction is one which gives out energy to the surroundings, usually in the form of heat and usually shown by a rise in temperature. For example burning fuels obviously gives out heat making it exothermic.In an endothermic reaction heat is taken IN. An endothermic reaction is one which takes in energy from the surroundings, usually in the form of heat and usually shown in a fall of temperature. For example dissolving certain salts in water.During a chemical reaction old bonds are broken and new ones are made.Energy must be supplied to break bonds so this is an ENDOTHERMIC process.Energy releasedNa Cl Na + ClStrong bond Bond brokenEnergy is released when new bonds are formed so this is an EXOTHERMIC process.Mg + O Mg O + energyIf the energy released in bond formation is greater than the energy used in breaking old bonds, the reaction is EXOTHERMIC.If the energy required to break old bonds is greater than the energy released when the bonds are formed, the reaction is ENDOTHERMIC.Enthalpy profilesENDOTHERMICExothermicTheoryThe reactivity of a metal is related to how easily it can lose its outer shell electronsM-2e MThe more reactive the metal he easier this process is so it takes less energy. All of the displacement reactions are exothermic reactions so the Energy going out is larger than the energy coming in. The enthalpy profiles show the energy coming in (1), the energy out (2) and how exothermic/endothermic the overall reaction was (2)-(1)=(3).The energy being taken in is the energy required to break the bonds + the energy required to do: M-2e M .The energy coming out is the energy from the forming bonds + energy from: Cu +2e Cu.Most of these energies stay the same because the metals are displacing copper. The only significant change as I add the different metals will be the energy it takes to do M-2e M . Therefore the most reactive metal will need less energy to remove electrons.Key Factors/VariablesKey factors or variables can be changed that would make a difference to the reactions or results taking place. These are:; Amount of copper sulphate solution-use more or less. It needs to be in a certain amount as it could either be too dangerous or not cause a good reaction; Moles of metal-this might change the speed of the reaction or the amount of heat given off.; Type of solution-using a different solution could make the reactions stronger or weaker.; Type of metal-using different types of metals could show more results.; Different concentration of solution (stronger/weaker); Whether it is stirred- could change the speed of the reactionPredictionI think that given the information I know I would guess that magnesium would let out the most thermal energy because it is the most reactive metal I am experimenting with. The higher the metal in the reactivity series the higher the amount of thermal energy given out.PreliminaryMethod:A 50th of a mole of magnesium, iron, lead and zinc was measured out. The temperature of the copper sulphate was taken before any experiments were started. Then 10cm3 of solution was put into 3 different test tubes and the metals were added. The concentrations were stirred and a thermometer was placed in each test tube and the highest temperature was taken and recorded. The experiment was repeated 2 more times so an average could be taken for accuracy.Fa ir TestTo make sure that the experiments done are fair these things need to be taken into consideration:; Same amount of moles of metal.; Same amount of concentration of copper sulphate.; Same amount of times stirred.; Same concentration (copper sulphate).; Same metals (zinc, magnesium, iron and lead); The temperature of the room where the experiments are taking place.; The starting temperature of the thermometers.Do more reactive metals give more exothermic reactions in their displacement reactions with copper sulphate solution less reactive metals?Aim: To investigate if the reactivity of a metal affects how exothermic its reaction with copper sulphate solution (displacement reaction).Apparatus; 12 boiling tubes; Scales; Spatula; Calculator; Powdered Lead (s), Magnesium (s), Zinc (s), Iron (s); 3 Thermometers; Copper sulphate (aq) solution.; Measuring cylinder.; Test tube rackMethod1/50th of a mole of each metal was measured out. 12 boiling tubes were put out in test tube racks eac h with 10cm3 of copper sulphate solution in. Before any of the experiments were taken out the temperature of the solutions were taken. Then 4.14g (1/50th of a mole) of lead were added to the copper sulphate solution. The solution was stirred 5 times. The highest temperature was taken. Then 0.48g (1/50th of a mole) of magnesium were added to the solution and stirred 5 times, the highest temperature was taken. Then 1.12g (1/50th of a mole) of iron were added and stirred 5 times, the highest temperature was taken. The same was done with 1.3g (1/50th of a mole) of zinc. All of the temperatures were recorded. All of the experiments were repeated two more times for accurate readings.Workings out:Lead: Iron:Mass number = 207 Mass number = 561/50th = 1?50 = 50 1/50th = 1?50 = 50207?50 = 4.14g 56?50 = 1.12gMagnesium: Zinc:Mass number = 24 Mass number = 651/50th = 1?50 = 50 1/50th = 1?50 = 5024?50 = 0.48g 65?50 = 1.3gResults:Lead:21 21 21 Starting temp22 25 23 Highest tempBoiling tube 1 Boi ling tube 2 Boiling tube 3Magnesium:21 21 21 Starting temp87 82 83 Highest tempBoiling tube 1 Boiling tube 2 Boiling tube 3Iron:21 22 21 Starting temp35 33 31 Highest tempBoiling tube 1 Boiling tube 2 Boiling tube 3Zinc:22 21 22 Starting temp56 55 58 Highest tempBoiling tube 1 Boiling tube 2 Boiling tube 3Results table:Start temperature?CTemperature after?CMetal123Avr?C123Avr?CMg21?C21?C21?C21?C87?C82?C83?C84?CPb21?C21?C21?C21?C22?C25?C23?C23?CFe21?C22?C21?C21?C35?C33?C31?C33?CZn22?C21?C22?C22?C56?C55?C58?C56?CChange of temperature?T = change in temperature?T = end of temperature start temperatureMg = 84-21 = ?T 63à ¯Ã‚ ¿Ã‚ ½cPb = 23 21 = ?T 2à ¯Ã‚ ¿Ã‚ ½cFe = 33 21 = ?T 12à ¯Ã‚ ¿Ã‚ ½cZn = 56 22 = ?T 34à ¯Ã‚ ¿Ã‚ ½cWorkings outMass of Mg = 0.48g à ¯Ã‚ ¿Ã‚ ½ 10g (mass of the copper sulphate) = 4.8gMass of Pb = 4.14g à ¯Ã‚ ¿Ã‚ ½ 10g (mass of the copper sulphate) = 41.4gMass of Zn = 1.3g à ¯Ã‚ ¿Ã‚ ½ 10g (mass of the copper sulphate) = 13.0gMass of Fe = 1.12g à ¯Ã‚ ¿Ã‚ ½ 10g (mass of the copper sulphate) = 11.2g?Q = m à ¯Ã‚ ¿Ã‚ ½ Cp à ¯Ã‚ ¿Ã‚ ½ ?TMg = 10.48g à ¯Ã‚ ¿Ã‚ ½ 4.2 à ¯Ã‚ ¿Ã‚ ½ 63à ¯Ã‚ ¿Ã‚ ½cPb = 14.14g à ¯Ã‚ ¿Ã‚ ½ 4.2 à ¯Ã‚ ¿Ã‚ ½ 2à ¯Ã‚ ¿Ã‚ ½cZn = 11.3g à ¯Ã‚ ¿Ã‚ ½ 4.2 à ¯Ã‚ ¿Ã‚ ½ 12à ¯Ã‚ ¿Ã‚ ½cFe = 11.12g à ¯Ã‚ ¿Ã‚ ½ 4.2 à ¯Ã‚ ¿Ã‚ ½ 34à ¯Ã‚ ¿Ã‚ ½cMetalQ (J)MgPbZnFe1270.08347.761856.4560.448AnalysisWhen doing my test there were some things that went wrong. When I poured in my metals, because I had already put the copper sulphate in the boiling tubes the metals stuck to the side, which may have ruined my results. If all of the metal was included in the experiment then a higher reading may have been taken. If I were to do this test again I would use a funnel to put the metals inside the boiling tubes or use bigger boiling tubes.The boiling tubes lose heat through the glass. To make it a fairer test next time I should use polystyrene or cotton wool to wrap around the test tube this way not much heat should escape.When doing my e xperiments I only repeated the tests 3 times to get a reading it would be better if I had dine the experiment about 5 times then I would have been able to get more of a accurate result.Luckily when I did my tests I didnt get any odd results. All of my results were about the same the only difference was a few degrees.

Tenants vs. Tenets

Tenants vs. Tenets Tenants vs. Tenets Tenants vs. Tenets By Maeve Maddox Both words, tenant and tenet, derive from the Latin verb tenere, â€Å"to hold,† but they are not interchangeable. A tenant is someone who rents or leases a house, apartment, etc. from a landlord. A tenet is a principle, dogma, belief, or doctrine generally held to be true. The following examples of misuse were gathered from sites that offer some kind of professional service: INCORRECT: Generally speaking, people dont know how to teach  leadership, but we can  teach  some  basic tenants.   CORRECT : Generally speaking, people dont know how to teach  leadership, but we can  teach  some  basic tenets.   INCORRECT: Simply put, the  basic tenants  of reading and writing are ignored.   CORRECT : Simply put, the  basic tenets of reading and writing are ignored.   INCORRECT: This course is designed to give the students an overview of the basic tenants of Christian Doctrine. CORRECT : This course is designed to give the students an overview of the basic tenets of Christian Doctrine. INCORRECT: Odierno told our staff about the three  basic tenants  he uses to lead the U.S. Army: competence, commitment  and character. CORRECT : Odierno told our staff about the three  basic tenets he uses to lead the U.S. Army: competence, commitment  and character. I did not find the opposite error in professional texts, but it is quite common in comments on sites related to renting. For example: INCORRECT: most importantly, stay informed about your rights as a  tenet. CORRECT : most importantly, stay informed about your rights as a  tenant. INCORRECT: [The rule is] never enforced, but it does give the owner of the property a pretty quick and easy way to remove troublesome tenets. CORRECT : [The rule is] never enforced, but it does give the owner of the property a pretty quick and easy way to remove troublesome tenants. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:When to Capitalize Animal and Plant NamesIs There a Reason â€Å"the Reason Why† Is Considered Wrong?How Verbs Become Adjectives

MARKETING PLANNING Essay Example | Topics and Well Written Essays - 1000 words

MARKETING PLANNING - Essay Example What demographics lay waiting for the product launch? What such developments and trends effect the possibilities or eventual life of the product in question? And what answers to all these stated complexities has the company planned to take? These questions eventually merge into the economic chapter with questions such as the development and effect of prices, savings and the general trend of people and society has taken and its effects. Are potential factors of production, inclusive of the natural resources as well as capital and labor within the reach of the company so as to expand considerably? Do any of its decisions pose a legal threat or complication? The eventual effect of technology is another factor. Is the technology available adjustable or a new and expensive capital investment is necessary. If so, is it too expensive for the cost-push inflation effects to discourage its life as a commodity? Does if have influences or is victim to being influenced by political or cultural co mplications? And lastly the market structures are analyzed. The customers and their reactions and trends towards similar or new innovative products considered. The size of the markets, the type and the profits analyzed. What about significant competition and the resulting cut in prices? The facilitators and marketing firms, the suppliers and indeed the distribution and dealers considered. Only then, after such a study, is a product, truly launched (Dibbs and Simkin, 2008). The main problem that Sky faces in order to launch its services to a broader audience is, simply put, the different components that can promise a success. First and foremost, the 3D audience that Sky wishes to capture is basically the ones who own HD televisions in the Europe, amounting to around 12 million households. These customers, already getting accustomed to their new and expensive HD sets, are less likely to appreciate further funding into

Communication in Organizations Essay Example | Topics and Well Written Essays - 2000 words

Communication in Organizations - Essay Example Communications channels within an organization must successfully function so as to contribute positively on the development of the organization (Jhonson, n.d). In this article we try and focus on the effectiveness of communication networks in the presence of multiplicity of workforce in the organization. In organizations it often happens that authorities fail to ensure that subordinates tell each other what they wish or need to know, which leads to miscommunications and disruptions. Although authorities can give instructions for the formation of a smooth and clear pathway of communication, they cannot dictate anything on this issue. A well-run management can always influence the process of communication within the organization. They can act as complementary link to the communication chain and help in passing on of the information. John Connor says, "There is no more valuable asset in business life than the ability to express ones thoughts with clarity and precision." (Communicating w ithin the organization, n.d). With the inset of globalization, most of the organizations are looking forward to make a mark in the global market. To understand and meet the needs of the global market it is very important for an organization to incorporate and encourage diversity among the workforce. â€Å"A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis† (Greenberg n.d). Diversity brings in the problem of communication due to different languages, cultures and ideas of the workforce. Communication is very important at the organizational level to maintain smooth functioning of the organization. The companies willing to prosper have to incorporate the policy of diversity in the employees and to maintain smooth functioning of the day-to-day

The Organizational Change Essay Example for Free

The Organizational Change Essay A. What is organizational change? Organizational change is a term used to describe a total overhaul of an organisation. This refers to a big scale changes to suit the current change in needs. There are many reasons. Sometimes there is need for an organisation to curb challenges arising like neck to neck competition, retrenchments or massive lay offs. It may also involve new changes in technology and an organisation might want to adopt or re-fix the new structure in their work places. All this will affect the working operations and environment of an organisation. Organizations sometimes might find need to merge with other related organisation this will force both organisation to restructure (McNamara, 2008). Basic Context for Organizational Change An extreme markets battle has forced many organizations to adopt many ways to survive. An organization might have been offering quality services or rather substandard services hence need to adopt modern technology. This cannot be done without know how, it requires in depth information about how and how effective the change will be. Organizational change can be very expensive, some organization are on favor for minimal changes as they review the effect of the new change. These small changes act as stepping stones for more changes to come for instance lay offs; this is a very costly assignment to an organization. It is important to learn that organizational change requires lots of funding (Darby Mcglynn, 2000, p13). Though this can bring desirable transformation, it is a painful undertaking especially where finance is concern. At the end of the day an organization should evaluate its achievements brought about by the big change Organization change is a very technical procedure; it requires intellectuals, skilled person or specialist who has an insight understanding about the running, management and all other that pertain administration. The entire running and management will be approached very differently of an organization. It entails new procedures and regulations to be followed by the organization’s management and entire work force (Darby Mcglynn, 2000, p13). Every organizational change presents new vision and approach. Accomplishment of the targeted goals and result is now viewed in another perspective; this is because the change might come up with new challenges. The duties and roles of every individual worker changes, others might be absorbed hence need for everyone involved to specialize on ones best subject. It’s noteworthy to learn that every each organizational change shakes all the running of an organization from the top level to bottom and bring new sense of direction. After organization change is accomplished efficiency should be expected and redundancy eliminated (Darby McGlynn, 2000, p. 13). B. Forces for and resistance to organizational change  Organizational change is viewed as a life circle and every organization should undergo in order to survive both internal and external pressures. It is very fundamental given other forces surrounding the change are put into account. Emergence of new technology can compel an organization to embrace and adopt, for the benefits and betterment of an organization. Computerization of an organization’s department is a perfect example of technology changes especially those which have been carrying on their duties manually Such office automation comes with more efficiency and reliability in executing duties (Darby McGlynn, 2000, p13 ). Another example is the introduction of automated teller machines by banks, despite their cost they are accurate and efficient s compared to bank clerks. In that connection it can led a bank into providing more products and services to their clients and customers, competitiveness needs for more supply in the market, change of services products. For any organisational change to take place it need profound consultation in relation to the targeted results. Its result and final achievement should be tangible and convincing (McNamara, 2008). C. Evolutionary and revolutionary change in organizations  Evolutionary change The change within the organization should be successful and constant such that it does not arouse any massive upheavals within and without the organization. Major development and progress in any organization is dependant on the degree of change in the new ideas and how the affected react to it. The organizations need to check at what their users want and supply them appropriately. The use of the collective intelligence and social networking within the organization is evolutionary since it encourages the blending of different good ideas towards the progress of the organization. Exploration of complex situations and involving everybody to participate intermsof decision making is also evolutionary to an organization (Casey, 2008). Attracting people to your vision as a manager within an organization plays a very important role in persuading them to buy into your outcome products, since this will give them a since of feeling that their contributions are very appreciated. Initiatives are the best way to introduce implement and institutionalize deliberate and on-going renewal. The involvement of many people in operational problem solving evolves to Participative Management Problem which is a profit sharing program that increases productivity and employee involvement across the board (Miraglia, 1994). For the renewal of any organization it calls for the organization to improve on its response to customer needs and increase its willingness to experiment with multi-function structures and teams which are led by entrepreneurial spirit. The management layers also need to be scrutinized and reduced and the ineffective functions scrapped off. Determining better ways of pushing responsibilities to every section of the organization without any inconvenience is evolutionary. The creation and continuation of complex activities like efforts in training and quality management processes brings better changes to an organization. This calls for the keeping of simultaneous changes to move in relationship to each other rather than in isolation (Casey, 2008). Revolutionary Change The organizations don’t look to their users in order to try and adjust on what users are willing to adapt to on a large scale. The situation by which most organizations only look for the way to sell out their big products without considering the taste of the consumers is revolutionary since they force the consumers into doing new things they are not comfortable with. The abrupt introduction of or addition new technology within the organization is sometimes very disruptive since it will require quite a bit of training which will consume sometime to allow for adjustment (Miraglia, 1994). The time taken by the organization to sell out its ideas sometimes can be longer. This can be due to disagreements across the decision making board which delays the implementation processes. Within any organization the implication for the Human resources need to seen as not only just to preserve and teach old lessons, vocabulary and assumptions but also to lead in the change processes, development of versatile models, teaching and encouraging new vocabulary and also be at the forefront of the encouraging continuous learning and sharing of knowledge The critical business issues like entrance into emerging markets and new product development pose a revolutionary change into the organization. The competition by related organizations also poses a challenge (Miraglia, 1994). D. Managing the Organizational Change Since an organization is a group or an association made by people who come together with different thoughts and opinions with an aim of achieving certain goals, therefore an organization is made up of individuals and in order for organizational change to be successful; there are different principles which should be considered. First an individual has got to achieve personal change which gives a positive approach to the change by applying it. Thoughtful planning and implementing sensitivity is another crucial principle to boost the organizational change. Consultation and involvement of the individuals affected by the organizational change is important since forcing of changes to an individual will cause problems (Kotter, 2002). The organizational change must be real, measurable and also achievable. These characteristics are relevant in the management of individual changes. Before the commencement of organizational change management, there are questions which are supposed to be taken into consideration. Organizational achievements, why, and how will an organization know if it has achieved the changes. Who the changes have affected and their reactions, how much of the change can be achieved and what parts of the change which are needed with help. These features are in strong relation to the management of the Organizational change (Kotter, 2002). For proper management, change needs to be understood and managed in such a way that people can successfully cope with. The director is the settling pressure. The affected organization or individuals need to agree with the change, understand the need for change and also be given a chance to decide on how the change will be managed and also they should be involved in the application and planning of the change (Kotter, 2002). Confronting each other is the best way to undertake susceptible issues of organizational change management. People or employees need to encourage their, manager to talk face to face to them if they are of help to the manager in managing the organizational change. Sending mails through internet and writing notices are the weakest ways of communication and enlargement understanding. If there is urgent change to be made in an organization, the reasons should be investigated and also its urgency is real. Also their needs to be consideration if the consequences of accepting the rational time-frame can be more devastating rather than taking control over the unsuccessful change. Fast changes in organizations avoid proper consultations and involvement and these leads to complications and more times is consumed when it comes to solving the issues (Kotter, 2002). For successful management for an organizational change, top management in an organization should be involved. This brings out reliability, ideas and expressiveness from the champions. Change is achieved when carried out as a group. The change representative always has a role of carrying out translation of the vision to a practical plan and also carries out the plan. Change communication is required to be regular with all the affiliates of the organization. For change to be maintained, the organizations’ composition needs to be given an amendment by either making course of actions, guiding principles and also deliberate plans. Such kind of change in the constructions of an organization characteristically involves re-freezing process and an unfreezing change (Mc Namara, 2008). E. Organizational Development Organizational Development is a challenge which gives authority to the organizational members in order for expansion to take place in peoples’ openness with each other concerning their opinions of the association and their experiences in the organization. This encourages members to take greater accountability for their own deeds as members of the organization. In organizational development the assumption is that when people practice the purposes simultaneously, there is a likeliness of organizations finding out new techniques of working together and hence there is achievement of the organizational goals (Nielsen, 1984, pp2-3). The final thought of organizational expansion is that organizations are social arrangements. Their aim is to increase long term presentation and physical condition of the organization as well as to also improve lives of its associates. The organizational development loom stresses on organization background which manipulates the way people perform their duties using organizational change based on exploration and achievement (Toolpack Consulting surveys, 2008). By using planned modification based on research, there is increase in motivation, elimination of obstructions and easier change. The perfect is an organization where there is constant improvement which is rampant in a way that it is not expected as a proposal. Organizational Development, changes the performances, shared beliefs and values, of the organization by working with technical and social systems like incentives, communication, work processes and civilization (Toolpack Consulting surveys, 2008) Organizational Development assists an organization in authorizing leaders and individuals’ workers. It also creates a culture of constant improvement and arrangement around shared achievements. There is easier and faster change making. All the minds of the employees are put to task. Organizational Development also enhances momentum and quality of choices. There is also assistance by the Organizational Development in beneficial conflict making rather than negative. Also leaders are given more control over the outcome by giving workers more authority over how they do their tasks (Toolpack Consulting surveys, 2008). There are different benefits which the Organizational Development has achieved, they include satisfaction to its customers, individual feeling of success, and profits by reducing costs for non profits, improvement suppleness of the organization, they have also achieved effectiveness of the costs as well as living, occupation and employment satisfaction. Objectives of organizational development are observed in an organization where, the needs of the customers are always recognized and thought about by the managers and the workers, also people get remunerations for success instead of failure of innovation or creativity hence there is high improvement. The construction and processes are based on the present requirements rather than in the past needs hence there is efficiency and assistance offered to people (Tool pack consulting surveys, 2008). Also in an organization, organizational development s’ objectives are achieved when in an organization; there is constructive resolving and conflict treatment. Hence this is used for modernization with no suppression and lack of intrusion with efficiency. The system of rewarding strengthens the organizational wellbeing. Also open communication is encouraged in both imaginative and straight and hence all the appropriate feelings are distributed and due to this, people can learn from the experience. Decisions are required to be made by people with most related, express knowledge (Toolpack Consulting surveys, 2008). Conclusion Organizational Change is a very crucial feature which brings about wide change in any organization with the aim of assisting the organization achieves its goals strategically. Such changes include, restructuring of self managed teams, new technologies, collaborations, mission changing and also changing of the complete Management of Quality. Hence there is transformation of the organization. This designates essential as well as elementary orientation in the way that the association operates (Mc Namara, 2008). In order for this change to take place successfully, individuals play a very important role in the organization. Hence there opinions and achievements as well as there aims are very crucial and require to be put into consideration. And this will only be possible with the application of some principles which once put into practice; the change becomes successful (Kotter, 2002). Since communication is important to the success of any organizational change efforts, it is important for face to face communication since it is believed to be strong as compared to sending mails and notices. Motivation should be encouraged amongst the organization by rewards, incentives etc. Organizational Development is of great benefit to organizations since it brings about profits, satisfaction both at work and in life. Also goals are achieved due to the Organizational Development efforts (Tool pack Consulting surveys, 2008).

Egans Law :: essays papers

Egans Law The purpose of Megans Law is to let the public know when a convicted sex offender is released into their community. Mr. Michael Chertoff, a former U.S. attorney has a curious question for our states corrections department. â€Å"How can members of the public be informed when dangerous predators have been released into their community, if the prosecutors, who are supposed to notify the public, have not been told either?† Mr. Chertoff did investigate this and found out that this isn’t just a small problem anymore. Take the Alves case for example. Raymond Alves, a convicted rapist was in jail for twenty-three years and was let out unannounced. Prosecutors were told days after the fact and were not ale to find him because he gave out false information about where he was living. Megans Law requires prosecutors to be notified thirty days or more ahead of time so they have sufficient time to file a challenge, or to see if he’s a threat to society. At a senate hearing, Jack Terhune, a corrections commissioner said he has not found any other case besides the Alves case where the prosecutors were not properly notified ahead of time. Meanwhile, they were getting a whole different story from Mr. Chertoff, who asked twenty one county prosecutors if they have been getting their proper Megans Law notifications on time. The prosecutors answer was between January 1, 1999 and March 1, 2000, they have received one hundred and fifty Megans Law notifications less than thirty days prior to an inmate being let out. More than ninety of those came less than seven days before the release or after. Chris Carden, a spokesperson for the corrections department made a comment that the numbers did not match up and said â€Å" that’s a far cry from saying there have been no other cases of improper notification. In the stir of the Alves mess, Mr. Terhune did take action and fired eight of his employees for errors, including two psychologists. Terhune is also making new rules like better training for all employees that come in so that this problem will not happen again. They also have a new web page up for the prosecutors to find out when any sex offenders are released in the area so that there is no question in anyone’s mind. In my opinion I believe in Megans Law 100%.

Ike Wister Turner

Ike Wister Turner came into this world on November 5, 1931. He was an American musician, bandleader, songwriter, arranger, talent scout, and record producer. In a career that lasted more than half a century, his repertoire included blues, soul, rock, and funk. He is most popularly known for his 1960s work with his then wife Tina Turner in the Ike & Tina Turner revue. As a teenager in high school he led his own music group, the Kings of Rhythm. He employed the group as his backing band for the rest of his life. His first recording, â€Å"Rocket 88† with the Kings of Rhythm credited as â€Å"Jackie Brenston and his Delta Cats†, in 1951, is considered a possible contender for â€Å"first rock and roll song†. Relocating to St. Louis, Missouri in 1954, he built the Kings into one of the most renowned acts on the local club circuit. It was there he met singer Anna Mae Bullock, whom he married and renamed Tina Turner, forming the Ike & Tina Turner Revue, which over the course of the sixties became a soul/rock crossover success. Throughout his career Turner won two Grammy Awards and was nominated for three others. Alongside his former wife, Turner was inducted into the Rock and Roll Hall of Fame in 1991 and in 2001 was inducted into the St. Louis Walk of Fame. Allegations by Tina Turner in her autobiography of her abusive relationship with Turner and the film adaptation of this coupled with his cocaine addiction damaged Turner's career in the 1980s and 1990s. He claims to have spent more than $100,000 on coke in a two-month period in 1989 . Addicted to cocaine and crack for at least 15 years, â€Å"I was on a 15-year party,† he says. â€Å"This hole in my nose was so bad that when I would go to sleep, it would be hurtin' so much that I would be tryin' to get my hand up behind my eyeballs†¦ Pain. The first thing I'd want to do when I got up was get cocaine and put it in my nose. That would deaden the pain. † Turner was convicted of drug offenses, serving seventeen months in prison between July 1989 and 1991. He spent the rest of the 1990s free of his addiction. Near the end of his life, he returned to live performance as a front man and produced two albums returning to his blues roots, which were critically well received and award-winning. Turner has frequently been referred to as a ‘great innovator' of Rock and Roll by contemporaries such as Little Richard and Johnny Otis. Phil Alexander (then editor-in-chief of Mojo magazine) described Turner as ‘the cornerstone of modern day rock ‘n' roll'. He spent the 1990s free of his addiction, but relapsed in 2004. Ike Turner was found dead of an accidental cocaine over dead on December 12 2007 at his home in San Marcos in San Diego County.