Synthesis of Janus Nanocomposites for Drug Delivery System

Synthesis of Janus Nanocomposites for Drug Delivery System Over the past few decades, drug delivery systems have been well developed and studied to improve the curative effect of drugs.[1–4] Drug delivery systems can ameliorate the problems of conventional administration by prolonging duration time, enhancing drug solubility, retaining drug bioactivity, reducing side effect, and so on.[5, 6] A variety of carriers such as lipids,7, 8 polymer gels,[9,10] especially nanoparticles,11, 12 have been studied in drug delivery systems. At present, stimuli sensitive drug delivery systems have been an attractive theme for controlled release. The release behaviors of drugs can be easily controlled by surrounding properties, such as temperature,13, 14 pH,15,16 electric field,[17 ionic strength,[18 and so on. Recently, combined therapy with dual-drugs of different therapeutic effects shows excellent performance in treatment of diseases.19, 20 In order to optimize therapeutic effects, the doses and species of drugs should be optimized at different c linical manifestations and periods in the treatment. One of the main challenges of combined therapy is to control the release behavior of each drug independently. However, simple drug delivery systems cannot fulfill the needs of such therapy, because the most widely used carriers are normally possess single symmetrical geometry with single-surface. Even the dual-drugs are loaded on the single-surface carrier at same time, the delivery systems are designed only for the simultaneous release of two different drugs, and the release of each drug cannot be controlled. Furthermore, the multi-conjugates or loadings can interact with each other leading to undesired adverse effects. Therefore, developing independent multi-surface nanostructures for combination or loading of multiple drugs is critically desired. Janus nanoparticles possess multiple surface structures are anisotropic in composition, shape, and surface chemistry.[21] The structural asymmetry is ideally suited for dual-drug conju gations or loadings on different sections of a single Janus particle.[22] Furthermore, functionally distinct surfaces of the Janus particle can be used to selectively conjugate with specific chemical moieties for controlling the dual-drug loading or releasing, respectively.[23-25] During the past decades, considerable efforts have been made on the fabrication of Janus particles.[26-30] For instance, a monolayer of spherical particles such as those of polystyrene (PS) or silica colloidal nanospheres are spread on a solid substrate.[31-33] Thus, the functionalization could take place only on the top surfaces of the anchored particles. Because the low yield of the Janus particles result from the limited surface area of the bulk substrates, a modified method was later developed by using colloidal particles as the supporting substrates.[34-38] Another method for fabricating Janus particles was carried out at interfaces: a particle partially contacted with reactive medium and generated different surface functionalities from the opposite surface.36 With the development of microfluidic technique, Janus particles could also be fabricated by solidifying droplets composed of immiscible components.[39, 40] Other methods such as controlled surface nucleation, phase separat ion, and controllable polymer attachment,[41-54] have been also developed to synthesize the Janus particles. But the Janus particles reported previously were often close to micrometer in size and typically involved various types of polymers, which could induced poor biocompatibility, the fabrication of small Janus nanoparticles with inorganic materials is still a greater challenge.[48-54] On the other hand, the widely used silica is an useful material for building concentric [emailprotected] structures by using metallic or magnetic nanoparticles or quantum dots as cores,[55-57] but there have been few reports about silica based Janus nanoparticles. Due to the amorphous nature of silica, it is difficult to fine-tune the surface tension or lattice mismatch between silica and these core materials to form the Janus nanostructure. Feasibility for the synthesis of Janus nanocomposites As mentioned above, it is difficult to fine-tune the surface tension or lattice mismatch between silica and these core materials to form the Janus nanostructure due to the amorphous nature of silica. But for mesoporous silica materials, it has attracted a great deal of attention because of their versatility in surface tension and pore lattice parameters.[58, 59] In order to realize the formation of silica based Janus nanoparticles, the solution-grown synthesis route for the fabrication of inorganic nanocrystals based Janus (such as Au-Fe3O4,[60] Au-CdSe,[61] CdS-FePt,[62] Ag-Fe3O4,[63] CdSe-Fe3O4,[64] and so on) provides a possible clue to the creation of the silica based Janus nanoparticles by using the mesoporous silica as a structural subunit. The inorganic nanocrystals may have polymorphic atomic structures that are epitaxially attached at the interface from a core, leading to specific inorganic nanostructures with well-defined and characteristic shapes such as dimmers or trimers .[65, 66] For the growth of the ordered mesoporous structures, it is partly analogous to the growth of inorganic nanocrystals. Rather than epitaxy from atomic structures, the mesostructures can also be oriented by surfactants micelle and further induced the epitaxy growth of the mesoporous silica. So, compared with the formation of the inorganic nanocrystals Janus nanostructures, the silica based Janus nanocomposites would also be fabricated under the direction of the epitaxially growing properties of the mesoporous silica. Project proposal Focusing on the issues faced by the synthesis of the silica-based Janus nanocomposites and corresponding applications, this proposed project concerns the development of a novel anisotropic growth induced route for the synthesis of Janus core-shell mesoporous silica nanocomposites [[emailprotected]2@mSiO2-PMO (NCs = Functional nanocrystals; mSiO2= mesoporous silica; PMO= periodic mesoporous organosilicas)] by using the mesoporous silica as a structural subunit, and the obtained Janus nanocomposites can be used for dual-control drug release (ibuprofen and doxorubicin). As shown in Scheme 1, inorganic functional nanocrystals, including upconversion nanoparticles (UCNPs), magnetic nanoparticles (Fe3O4) and quantum dots (QDs), are firstly synthesized by using solvothermal approaches at a high temperature. Then, the [emailprotected]2 [emailprotected] nanoparticles, including [emailprotected]2, Fe3O4@SiO2, [emailprotected]2, will be synthesized with the reverse micro-emulsion method. Duo to the hydrophobic surface property of the obtained NCs, this hydrophilic SiO2 layer is very necessary for the following syntheses and applications. Furthermore, SiO2 layer can also serve as protective cover for the physical properties of the inorganic functional NCs, such as the fluorescences of UCNPs and QDs. Subsequently, the radial mesoporous SiO2 will be synthesized to form [emailprotected]2@mSiO2 [emailprotected]@shell nanostructures with the Stà ¶ber method in the presence of structure-directing agent (CTAB). The radial mesoporous layer of the obtained [emailpro tected]2@mSiO2 can accommodate the guest drug molecules (doxorubicin), the channel can also be easily modified with light sensitive switch molecules (azobenzene) by using post-modification method to realize the controllable release of doxorubicin. Finally, the Janus core-shell mesoporous silica nanocomposites of [emailprotected]2@mSiO2-PMO can be fabricated through a surfactant-templating approach by using cationic surfactant CTAB as a structure-directing agent and organic silica precursor as a source. At the very beginning, mesostructured CTAC/PMO composites can be assembled and deposited on the [emailprotected]2@mSiO2 nanoparticles surfaces. Then, through an anisotropic growth, the mesostructured shells finally develop into mesoscale single-crystals coated on the spherical [emailprotected]2@mSiO2 cores and form Janus nanocomposites. The mesoporous of PMO section of Janus nanocomposites can also accommodate the guest drug molecules (ibuprofen). By introducing the heat sensitive pha se-change material (1-tetradecanol) as switch molecules, it will realize the dual-control release of the guest species. As shown in Scheme 2, the dual-control (heat and NIR light) drug release (ibuprofen and doxorubicin) can be realized as following. Drug molecule (doxorubicin) loading in the [emailprotected]2@mSiO2 domains of the Janus nanocomposites: In this procedure, the inorganic functional nanocrystals are specified as NaGdF4:Yb, Tm UCNPs, which can emit photons in both UV (~ 350 nm) and Visible (~ 470 nm) region under NIR (980 nm) excitation. The mesopores of the [emailprotected]2@mSiO2 nanoparticles are modified with azobenzene molecules by using the post-modification method firstly. Both the loading and release of doxorubicin are regulated by the trans–cis photoisomerization of the azobenzene molecules. Specifically, the trans isomer of the azobenzene molecules will transform into the cis isomer under UV light irradiation, and in contrast the cis isomer will form the trans isomer under irradiation of visible light. The installing â€Å"photomechanical† azobenzene groups in the m esopores of silica are act as â€Å"stirrer† in the mesoporous silica, which can be used to control the loading and release of the drug. So, not only the release but also the loading of doxorubicin should be processed under the UV and visible light at the same time, and the drug will be locked in the mesopores of the [emailprotected]2@mSiO2 domains in the Janus structures after the UV and visible light are removed. The doxorubicin molecules absorb on the surface and mesopores of PMO domains in the Janus can be washed off with water. Drug molecule (ibuprofen) loading in the PMO section of the Janus nanocomposites and heat control release: After ibuprofen molecules are absorbed into the mesopores of PMO, the mesopores can be blocked with a phase-change material (1-tetradecanol), which has a melting point of 38 – 39 à ¯Ã¢â‚¬Å¡Ã‚ °C. Below 1-tetradecanol’s melting point, it will be in a solid state to completely block the passing of encapsulated ibuprofen. When the temperature is raised beyond its melting point, it will quickly melt to release the encapsulated ibuprofen (heat control release). NIR light control release of doxorubicin in the [emailprotected]2@mSiO2 section of the Janus nanocomposites: Upon absorption of NIR light (980 nm), the UCNPs can emit photons in the UV/Vis region, which are absorbed immediately by the photo responsive azobenzene molecules. The reversible photoisomerization by simultaneous UV and visible light emitted by the UCNPs creates a continuous rotation–inversion movement, and the doxorubicin molecules can be released from the mesopores of [emailprotected]2@mSiO2. Novelty of the project proposal: The anisotropic growth induced route for the synthesis of silica based multi-functional Janus core-shell mesoporous silica nanocomposites is proposed for the first time. Varieties of inorganic nanocrystals, including upconversion nanoparticles (UCNPs), magnetic nanoparticles (Fe3O4), quantum dots (QDs), can be introduced to further functionalize the Janus nanocomposites. Dual-control drug relase system based on mesoporous silica is proposed for the first time. The mesopore channels of [emailprotected]2@mSiO2 domains and PMO domains in multi-functional Janus nanocomposites can accommodate two kinds of drug molecules independently at the same time. Two kinds of switch molecules are design to realize dual-control release of the drug molecules independently for the first time. Task 1: Synthesis of the inorganic functional nanocrystals (NCs), including upconversion nanoparticles (UCNPs), magnetic nanoparticles (Fe3O4), quantum dots (QDs), and so on. The synthesis of the inorganic nanocrystals will be carried out at organic solvent with high boiling point solvents such as 1-octadecylen via a solvothermal approach at a high temperature (~ 300 à ¯Ã¢â‚¬Å¡Ã‚ °C for UCNPs, ~ 270 à ¯Ã¢â‚¬Å¡Ã‚ °C for Fe3O4 NCs, ~ 240 à ¯Ã¢â‚¬Å¡Ã‚ °C for QDs) in presence of the surfactants (oleic acid, oleylamine, etc.). Some simple inorganic salts such as rare earth chloride, iron acetylacetonate, iron oleate, cadmium oleate, zinc oleate, etc. will be used as the inorganic precursors. The necessary characterization (i.e. TEM, XRD, PL, UV-Vis, VSM) will be used in the experiments. Task 2: Fabrication of the [emailprotected]2 [emailprotected] nanoparticles, including [emailprotected]2, Fe3O4@SiO2, [emailprotected]2 and so on. Duo to the hydrophobic surface property of the obtained NCs, the [emailprotected]2 [emailprotected] nanoparticles will be synthesized with the reverse micro-emulsion method. The hydrophilic SiO2 layers in this objective are very necessary for the following syntheses and applications. Furthermore, SiO2 layers can also serve as a protective cover for the physical properties of the inorganic functional NCs, such as the fluorescences of UCNPs and QDs. Typically, the obtained inorganic NCs are dispersed in cyclohexane. Then polyoxyethylene (5) nonylphenyl ether (CO-520) and NH3.H2O are introduced to form reverse micro-emulsion. Finally, TEOS is introduced and hydrolysized at room temperature to form the [emailprotected]2 [emailprotected] nanoparticles. The necessary characterization (i.e. SEM and TEM) will be used in the experiments. Task 3: Fabrication of the [emailprotected]2@mSiO2 [emailprotected]@shell nanoparticles. In this step, the radial mesoporous SiO2 will be synthesized with the Stà ¶ber method in the presence of cationic surfactant such as CTAB. TEOS is used as a silica sources and hydrolysis in ethanol/water solution under alkaline condition (NH3.H2O) at room temperature. The necessary characterization (i.e. BET, SEM, and TEM) will be used in the experiments. Task 4: Fabrication of the Janus core-shell mesoporous silica nanocomposites ([emailprotected]2@mSiO2-PMO). The orientation growth of the cubic mesostructure of mesoporous organosilica (PMO) materials is the key factor for the formation of the silica-based Janus nanocomposites. In this step, organic silica precursors, such as bis(trieth-oxysilyl)benzene (BTEB), 1,2-bis(triethoxysilyl)ethane (BTEE), bis(triethoxysilyl) ethylene (BTEEE), are used as the silica sources and hydrolysis in ethanol/water solution under alkaline condition (NH3.H2O) at room temperature in the presence of CTAB templates. By adjusting experimental parameters, the organic silica precursors can cooperative self-assembly with surfactant CTAB to form the ordered cubic mesostructured PMO crystals. Because the different mesostructures between [emailprotected]2@mSiO2 (radial) and PMOs (cubic), the PMOs will epitaxy growth to form the [emailprotected]2@mSiO2-PMO Janus structure instead of the [emailprotected]2@mSiO2@PM O [emailprotected]@[emailprotected] structure. The necessary characterization (i.e. BET, XRD, SEM, FL, VSM and TEM) will be used in the experiment. Task 5: The design and evaluation of the dual-control drug release by using the obtained Janus core-shell mesoporous silica nanocomposites. The dual-control drug release can be realized as following. Drug molecule (doxorubicin) loading in the [emailprotected]2@ mSiO2 section of the Janus nanocomposites: In this procedure, the inorganic functional nanocrystals are specified as NaGdF4:Yb, Tm, UCNPs, which can emit photons in both UV (~ 350 nm) and Visible (~ 470 nm) region under NIR (980 nm) excitation. The mesopores of the [emailprotected]2@mSiO2 nanoparticles are post-modified with azobenzene molecules by using N-(3-triethoxysilyl)propyl-4-phenylazobenzamide in ethanol at 80 à ¯Ã¢â‚¬Å¡Ã‚ °C firstly. Both the loading and release of doxorubicin are regulated by the trans–cis photoisomerization of the azobenzene molecules. So, not only the release but also the loading of doxorubicin should be processed under the UV and visible light at the same time, and the drug will be locked in the mesopores of [emailprotected]2@mSiO2 domains in the Janus after the UV and visible light are removed. The doxorubicin molecules absorb on the surface and mesopores of PMO domains in the Janus can be washed off with water. Drug molecule (ibuprofen) loading in the PMO domains in the Janus nanocomposites and heat control release: After the ibuprofen molecules are absorbed into the mesopores of PMO, the mesopores can be blocked with a phase-change material (1-tetradecanol), which has a melting point of 38 – 39 à ¯Ã¢â‚¬Å¡Ã‚ °C. Below 1-tetradecanol’s melting point, it will be in a solid state to completely block the passing of encapsulated ibuprofen. When the temperature is raised beyond its melting point, it will quickly melt to release the encapsulated ibuprofen (heat control release). NIR light control release of doxorubicin in the [emailprotected]2@mSiO2 domains in the Janus nanocomposites: Upon absorption of NIR light (980 nm), the UCNPs emit photons in the UV/ Vis region, which can be absorbed immediately by the photo responsive azobenzene molecules. The reversible photoisomerization by simultaneous UV and visible light emitted by the UCNPs creates a continuous rotation–inversion movement, and the doxorubicin molecules can be released from the mesopores of [emailprotected]2@mSiO2. The necessary characterization (i.e. UV-Vis, FTIR, SEM, and TEM) will be used in the experiments.

Research Method on Culture

CHAPTER 1 INTRODUCTION 1. 0Introduction In order to provide a clear insight into this study, this chapter starts with the background of the study, problem statement, purpose of the study, research objective, research question, research hypothesis, significance of the study, study of framework, and the outline for chapter 2 and chapter 3. This chapter outline about an overview of managing cultural diversity among employees toward the effectiveness working environment in hotel industry in Malaysia. Subsequent sections deal with contribution of the study to the literature and discuss the structure and the research design of the proposal. 1. Background of the study Cultural diversity has become a hot-button issue when applied to the workplace (Kimberly Amadeo, 2012). What is cultural diversity in the workplace? Culture refers to the values, norms, and traditions that affect the way a member of a group typically perceives, thinks, interacts, behaves, and makes judgments (Alpert, 1992). Di versity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to ages, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, 1995).Hence, cultural diversity is when differences in race, ethnicity, language, nationality, religion, and sexual orientation are represented within a community. A community is said to be culturally diverse if its residents include members of different groups. The community can be a country, region or city (Kimberly Amadeo, 2012). Malaysia is one of the most culturally and economically diverse regions of the world (Fisher, 1996). Malaysia is one of the most diverse countries in terms of ethnicity, religion, spirituality, language, and culture (Malaysia Info, 2009).Ethnicity refers to shared cultural practices, perspectives, and distinctions that set apart one group of people from another (Cliffnote, n. d . ). The population of Malaysia consists of three main ethnic groups—Malays, Chinese, and peoples of the South Asian subcontinent (Encyclopedia of the nations, 2012). Religion originates in an attempt to represent and order beliefs, feelings, imagining and actions that arise in response to direct experience of the sacred and the spiritual (Connelly, 1996). The official religion of Malaysia is Islam, and is practiced by the majority of Malays, and a portion of the Indian community.Under the constitution, other races are free to practice any religion in an atmosphere of acceptance and tolerance. The other main religions include Buddhism, Hinduism, Sikhism and Christianity (Expatgomalaysia, 201). The essence of spirituality is the search to know our real self, to discover the true nature of consciousness (Russell, 2006). Language is a human system of communication that uses arbitrary signals, such as voice sounds, gestures, or written symbols ( Nordquist, 2012). Hence, managing diversity in the workplace is a challenge for any manager, but it can be accomplished using some basic tools.Managers need to go above and beyond their comfort level to develop knowledge about cultural difference and sensitivity to diversity issues. Take a leap and establish relationships at work with individuals who are different from them. The more natural thing is for people to surround themselves with individuals who are similar to them. By building relationships with individuals with different backgrounds, they will learn about the talent and knowledge they can add to the organization ( Noe, 2009). Cultural diversity is broad concept in hotel industry in Malaysia.Employing a diverse workforce give benefit in higher productivity, lower employee turnover, better understanding of client, and enhanced corporate reputation (Employing a diverse workforce: making it work, 2008). Managed well, diversity provides benefits that increase effectiveness in working environment. However, when ignored or mismanaged, it brings challenges and obstacles that can hinder the organization’s ability to effective (Gardenswartz & Rowe, n. d. ). 1. 2 Problem statement Managing cultural diversity is becoming an issue in the hotel industry especially to Human Resource manager (Holaday, 2007).The improper managing cultural diversity among employees will create less effective in working environment. When ignored or mismanaged, it brings challenges and obstacles that can hinder the organization’s ability to effective and success (Gardenswartz & Rowe, n. d. ). The previous researcher Al-Jenaib said that diversity can also lead to miscommunication, dysfunctional adaptation behaviors and the creation of barriers that reduce the benefits diversity can bring to the organization (Al-Jenaib, 2012). Plus, cultural diversity can create stereotype perception and exclusive work environment.Area of concern about this study is to managing cultural diversity among employees to improve the effectiveness in working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area. Numerous studies have been conducted in other countries outside Malaysia in managing cultural diversity among employees but there is limited studies were found regarding managing cultural diversity among employees towards the effectiveness working environment in the hotel industry in Malaysia only that focused on Kuala Lumpur area.This study is importance to provide benefits to the organization in Kuala Lumpur area that come from the diverse employees to give the effectiveness working environment. The previous studies highlighted that managing workplace diversity has become a priority concern among organizations in the United Arab Emirates (UAE) today. The United Arab Emirates (UAE) is under increased pressure to appropriately employ and manage people of diverse cultural and racial backgrounds (Walck, 1995).Furthermore, there is as more and more minority groups enter the hos pitality industry of the United States, such as the group generations of African American, Hispanic Origin, and Asian, managing cultural diversity is becoming a challenging issue in this industry, especially to HR managers (Holaday, 2007). Yi Gong, (2008) has mentioned in his studies that related study needs to be conducted to facilitate the industry to understand the opportunities and advantages of successfully managing cultural diversity.Meanwhile, the program of action to increase general awareness of cultural diversity should be created to support the company policy (Baum, 2007). They should also be given training to increase their knowledge and skills to dealing with people having different cultural backgrounds (Baum, 2007). 1. 3 Purpose of the study The purpose of this study is to determine managing cultural diversity among employees towards the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area.Four major related variables be ing tested in this research consists of create an inclusive work environment, avoid stereotyping, applying training program and communicating with staffs for the effectiveness in working environment. 1. 4 Research objective As the issue of the study had been identified, the objectives of the study that had been derived are as follows: 1. To identify the major factor in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 2.To explore the benefit in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 1. 5 Research question In conducting the research and based on the objectives above, there are several questions identified which are: 1. What are the major factor in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 2.What are the benefit in managing cultural diversity among employees that give effect to the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area 1. 6 Significance of the study This study contributes to the theoretical advancement in the field of hotel industry by empirically testing a structured model to managing cultural diversity among employees toward the effectiveness working environment in the hotel industry in Malaysia that focused on Kuala Lumpur area.This study can help the organization in managing cultural diversity that will enhance the company benefits in return such like higher productivity, lower employee turnover, better understanding of client, and enhanced corporate reputation (Employing a diverse workforce: making it work, 2008). By having strategic inclusion plan in work environment, this gives benefit to the employees. The diverse staf fs know they are valued and feel they belong.The staffs are more likely to feel that way when they are treated with respect the leader and their peers, given the chance to use their talents to the fullest and assured of equal opportunities to move ahead (Employing a diverse workforce: making it work, 2008). This study also can help university to expand the body of knowledge by providing some useful information regarding the cultural diversity management in working environment and the research from students can be as one of the sources and references for other students to conduct research or assignments. 1. 7 Study of framework Create an inclusive work environmentAvoid stereotyping Effectiveness working environment Managing cultural diversity Apply training program Communicating with staffs 1. 8 Outline The next chapter will be the second and third chapter of the research proposal. Chapter 2 will Start with the literature review of the four variables which is create an inclusive work environment, avoid stereotyping, apply training program and communicating with staffs. Chapter 3 will start with the process of conducting the research such as data collection method, research design, measurement of variable, sample frame, sample size, sampling techniques, and followed by data analysis techniques.CHAPTER 2 LITERATURE REVIEW. 2. 0Introduction In this chapter will clarify about related theories from past researcher regarding this study. This study is explain about the literature review. It is also based on findings that are collected through journal, article and also website. 2. 1 Literature Review Literature review is process that involves the identification of published and unpublished work from secondary data sources on the topic interest, the evaluation of this work in relation to the problem and the documentation of this work.It also provides the foundation for developing a comprehensive theoretical framework. 2. 2 Stereotyping in Cultural Diversity. Stereotypes lead to assumptions and conclusions based on a person's race, gender or sexual preferences. Making these assumptions and conclusions then leads to discrimination. Stereotypes can be about race, religion, gender, age, disabilities, income, geographical locations. ( A. Sahar, 2011 ) . Stereotype threat refers to being at risk of confirming, as a self-characteristic, a negative stereotype about one's social group (Steele & Aronson, 1995).In general, the conditions that produce stereotype threat are ones in which a highlighted stereotype implicates the self though association with a relevant social category (Marx & Stapel, 2006; Marx, Stapel, & Muller, 2005). Stereotype also defined as a cognitive link between two social or personal concepts (e. g. , the Self, social groups, identities, attributes, traits, behaviors) that are not defining features for one another (Allport, 1954; Devine, 1989). For example, if dark skin is the defining feature for being Black, then the link between dark skin and the Black racial group is not a stereotype.But, a link between Black and poor is a stereotype, even if there is a correlational, causal, or cultural connection. Stereotyping is the application of a stereotype (Bodenhausen & Wyer, 1985; Devine, 1989; Hamilton & Sherman, 1994), inferring one characteristic (e. g. , worthless) from the other (e. g. , me). A stereotype can be almost any thought that oversimplifies a person or group, although will be focus primarily on negative, well-rehearsed, automatically activated stereotypes.There are several relevant characteristics of stereotypes to note: Stereotypes can be socially shared (i. e. , consensual, collective) or exist in the mind of only one person (i. e. , nonconsensual, individual; see Ashmore & Del Boca, 1979; Stangor & Schaller, 1996). Stereotypes can be based on a prominent group membership (e. g. , a woman stereotyping herself as nurturant because of her gender), based on a mundane characteristic (e. g. , someone stere otyping a man as Irish because he has red hair), or be unrelated to social group (e. . , a wife stereotyping her husband as lazy). Stereotypes can link people to characteristics that are negative (e. g. , criminal), neutral (e. g. , enjoys basketball), or positive (e. g. , good at math). Even positive stereotypes can have undesirable negative sequelae, because they set up unfair expectations (see shifting standards; Biernat & Vescio, 2002; McCabe & Brannon, 2004). 2. 3Create an inclusive work environment. INCLUSION: A PHILOSPHY WE BELIEVE IN â€Å"Our diversity mission is to be one company, one team, all-inclusive†¦It's about bringing out the best in each of us, so that we can achieve great things together. † It's about listening to the voices of our employees and partners to help shape our future. It is through this process that we set goals and develop a strategy that will hold us accountable for making Lockheed Martin a place of â€Å"institutionalized inclusion. â⠂¬  (Robert, 2012). The term inclusion is also used to describe the active, intentional, and ongoing engagement with diversity—in people, in the curriculum, in the co-curriculum, and in communities (intellectual, social, cultural, geographical).Inclusion describes the ways in which individuals might connect that increase one’s awareness, content knowledge, cognitive sophistication, and emphatic understanding of the complex ways individuals interact within systems and institutions. (www. aacu. org/inclusive_excellence/index. cfm). Diversity and inclusion is about creating a work force that represents the global communities in which we live and work and ensuring an environment in which every individual’s contributions are valued.A diverse and inclusive environment challenges our way of thinking by bringing together a variety of talents, backgrounds and experiences, and serves as a catalyst for new ideas and innovation. ( Conocco). 2. 4Applying training program. T o meet the cultural diversity challenges, companies in the hospitality industry must have sensitivity to differences (Clarke, 2007). Diversity training and education are necessary and essential to help companies in the industry to become competitive and successful (Christensen, 1993).The increased globalization of hospitality industry has made it necessary for international companies in the industry to work effectively in foreign environments. Diversity management training program such as cross-cultural training can help international managers to learn knowledge about different cultures and help them to develop skills of managing cultural diversity issues, which can therefore significantly reduce the potential costly failure caused by cultural difference problems (Caudron, 1991).For international hospitality companies, preparing current managers and future expatriate mangers with cross-cultural sensibilities is important. To diminish cultural barriers that managers of international hospitality companies may encounter in foreign countries, they will have to aware their own ethnocentric viewpoints and have the willingness to go beyond them and learn about a different cultural environment (Canen, 1999). The cross-cultural training section should be added into the training program to direct and help the trainees to understand the cultural expectations and their additional nonverbal behavioral manifestations.Diversity management training and multicultural education teach employees about various cultures. These training programs help to diminish stereotypes and allow trainees to see the cultural differences and the truth about other cultures. By the training, employees will show more respect to other people with different cultural backgrounds, and achieve more understanding of others’ beliefs and their traditions (Fernandez, Kleiner & Sturz, 2005).The training program emphasizes communication and educational training, which has positive impact to both minorit y and non-minority employees (Weaver & Wilborn, 2002). Since multicultural workforce includes every job position from the top management down to low-level employees (Elmuti, 2001), diversity management training should be conducted in all levels in the hospitality industry but not only in the entry-level or low-skilled level (Weaver & Wilborn, 2002). Say, specific training programs aiming at managing cultural diversity should be carefully designed, continually enforced, and gradually improved.Moreover, it cannot be ignored that for any training program that has the chance of long-term success, upper level management must be involved to ensure the implementation of diversity practices (Ahmed, 2006). 2. 5Communicating with staff. Different languages and various cultural backgrounds increase the difficulty of communication between employees in the workplaces. Language is always viewed as a crucial one among all the cultural features that make up cultural identity (Ganen, 1999).As Geert Hofstede, the famous writer of Culture’s Consequence, an influential book published since 1980, said in an interview, â€Å"I would say that understanding of other languages is almost a necessary, albeit insufficient, condition for the understanding of the phenomenon of culture (Powell, 2006, p. 13)†. Language differences often result in miscommunication. Rather than coming naturally, communication competence is a learned process like some other skills, which therefore increases the difficulty employees with different backgrounds to understand each other quickly and correctly.In addition, an intercultural communication may encounter more specific problems than a communication with one culture does. With different knowledge or experience, people in an intercultural communication have more difficulty to interpret others’ behavior, which increases their uncertainty of how other persons will respond to the communication (Baum et al, 2007). Employees of a company wit h diversity environment are therefore often poorly prepared to manage the high uncertainty experienced in intercultural communication.For example, an immigrant worker from Asia might be lack of knowledge or experience in dealing with a local American employee who was born and brought up in the United States. Different cultural backgrounds often engender misunderstanding when communication becomes unsuccessful or inefficient (Baum el al, 2007). Not only the workers, to effectively manage team members with diverse cultural backgrounds, line managers also need to be sensitive to the cultural differences that may affect the working relationship of employees.The ability to work effectively with people who have diverse backgrounds is one of the essential skills that hospitality managers require but may often lack (Baum, et al), which increases the possibility of miscommunication in the workplaces. Particularly, when individuals fail to conduct an effective cultural communication, they may feel themselves excluded. At the same time, some feelings may be provoked such as suspicion, lack of confidence, and even hostility. In many oversea properties of the international hospitality companies, problems causes by communication difficulty seem more prominent.Take the expatriate mangers for instance, communication difficulties can negatively influent their everyday life, which makes them unhappy with their current situation and prevents them from successfully adjusting to the host country and its culture. Obviously, proper cross-cultural training can help employees to cope with intercultural communication obstacle. For expatriate managers, effective communication helps them to become more efficient in the workplace, reduce their emotional stress, and ultimately aid them to complete the cultural adjustment successfully (Seymen, 2006).The following section will discuss more on methodology. At methodology researcher will highlight about the method that will be used to collect data. CHAPTER 3 METHODOLOGY 3. 0Introduction This chapter is exploring about the methodology of this research. It involves the process of conducting the research which is research design that consist of purpose of the study, types of investigation, study setting, unit of analysis, sampling design, data collection method, measurement and data analysis technique. 3. 1Purpose of study In this research, it falls under descriptive research.Descriptive research is undertaken in order to ascertain and be able to describe the characteristics of the variables of interest in a situation (Sekaran, 2010). Here, this study will try to determine and describe the major factor that influence effectiveness working environment among employees. It undertaken to understand whether managing cultural diversity among employees can create effectiveness working environment by apply training program, inclusive work environment, avoid stereotype and increase communicating skill among employees. . 2Type of inv estigation Correlation study involved in this study which is researcher interested in explaining the important variables associated with the problem. In this study researcher wants to investigate whether the independent variable have relationship with dependent variables. 3. 3Study Setting This study falls into non-contrived setting category. Non-contrived known as a research can be done in natural environment where work proceeds normally.Researchers do the research to know the effectiveness in managing cultural diversity among employees on the working performance by avoid stereotypes, give effective training program, inclusive working environment and lastly, communicating skills with staff. 3. 4Unit of analysis The unit of analysis refers to the level of aggregation of the data collected during the subsequent data analysis stage (Sekaran, 2010). Here the unit of analysis is an individual. The problem statement focuses in managing cultural diversity among employees, either it is eff ective or not.For this purpose, data will have to be collected from each individual staff member works in hotel industries in Malaysia through questionnaire answered by them. 3. 5Sampling Design Sampling is the process of selecting a sufficient number of the right elements from the population, so that a study of the sample and an understanding of its properties or characteristics make it possible for us to generalize such properties or characteristics to the population elements (Sekaran, 2010). 3. 5. 1PopulationAccording to Sekaran, (2010) population refers to the entire group of people, events or things of interest that the researcher wishes to investigate. In this study, the population is employees who worked in the hotel industry in Malaysia that focused on Kuala Lumpur area. The researchers want to select only from difference 3 types of hotels in Kuala Lumpur area that consists of 3, 4 and 5 Stars of hotel. 3. 5. 2Sample Size Sample is a subset of the population that compromise some members selected from it. It is not all but only some elements of the population from the sample (Sekaran, 2010).In this study, the sample size determined based on Uma Sekaran. Sample for this study are 60 employees in 3 hotels that we have been selected which mean 20 samples of employees from each of the hotel in Kuala Lumpur area. 3. 5. 3Sampling Techniques 3. 6 Data collection method 3. 7Research Instrument 3. 8Data analysis techniques This research will use one of the statistical analysis packages that are Statistical Package for the Social Science (SPSS) to analyze the data will be collected from respondents. By using this software, it will help the researcher in determining the best statistical techniques. CONCLUSIONCultural diversity has become a hot-button issue when applied to the workplace (Kimberly Amadeo, 2012). What is cultural diversity in the workplace? Culture refers to the values, norms, and traditions that affect the way a member of a group typically perceives , thinks, interacts, behaves, and makes judgments (Richard T. Alpert, 1992). Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to ages, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al. 1995). Hence, cultural diversity is when differences in race, ethnicity, language, nationality, religion, and sexual orientation are represented within a community. A community is said to be culturally diverse if its residents include members of different groups. The community can be a country, region or city (Kimberly Amadeo, 2012). Literature reviews starting with create an inclusive work environment, avoid stereotyping, and apply training program and communicating with staffs for the effectiveness in working environment.In methodology section, it involves the process of conducting the research such as data collection m ethod, research design, measurement of variable, sample frame, sample size, sampling techniques, and followed by data analysis techniques. References 1. Gong, Yi. (2008). Managing cultural diversity in hospitality industry. University of Nevada, Las Vegas. Retrieved from http://digitalscholarship. unlv. edu/cgi/viewcontent. cgi? article=1510&context=thesesdissertations&sei-redir=1&referer=http%3A%2F%2Fwww. google. com. y%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dmanaging%2520cultural%2520diver sity%2520in%2520hospitality%2520industry%26source%3Dweb%26cd%3D1%26ved%3D0CDUQFjAA%26url%3Dhttp%253A%252F%252Fdigitalscholarship. unlv. edu%252Fcgi%252Fviewcontent. cgi%253Farticle%253D1510%2526context%253Dthesesdissertations%26ei%3DNnPXUOnpMMLrrQeVjYGICw%26usg%3DAFQjCNHirR665qOBrjsRIylCrArc7q6hYQ#search=%22managing%20cultural%20diversity%20hospitality%20industry%22 2. Gardenswartz, L. , & Rowe, A. The effective management of cultural diversity Retrieved from http://www. agepub. com/upm-data/26078_pt2. p df 3. Al-Jenaibi, B. (2012). The scope and impact of workplace diversity in the United Arab Emirates – A preliminary study. Geografia online Malaysia Journal of Society and Space(1), 1-14. 4. Human resource strategies for employers. (2008). Employing a diverse workforce: making it work. Retrieved from http://alis. alberta. ca/pdf/cshop/employdiverse. pdf 5. Amadeo, K. (2012). Cultural diversity. Retrieved from http://useconomy. about. com/od/suppl1/g/Cultural-Diversity. htm . Green, K. A. , Lopez, M. , Wysocki, A. , & Kepner, K. (2012). Diversity in the workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved from http://edis. ifas. ufl. edu/hr022 7. Syed, J. , & F. Ozbilgin, M. (2010). Managing Cultural Diversity in Asia: A Research Companion (pp. 556). Retrieved from http://books. google. com. my/books? id=bKW8_RhVwkEC&pg=PA20&lpg=PA20&dq=Malaysia+is+one+of+the+most+culturally+and+economically+diverse+regions+of+the+world+(Fisher,+1996). amp;source=bl&o ts=Mr_CoDtCTd&sig=c2mPgfMMHlH0KKAR1MS9jhwiCUs&hl=en&sa=X&ei=YITXUIiGLYrirAe7joDwBw&ved=0CC4Q6AEwAA#v=onepage&q=Malaysia%20is%20one%20of%20the%20most%20culturally%20and%20economically%20diverse%20regions%20of%20the%20world%20(Fisher%2C%201996). &f=false 8. Malaysia – Ethnic groups. (2012). In Encyclopedia of the Nations. Retrieved from http://www. nationsencyclopedia. com/Asia-and-Oceania/Malaysia-ETHNIC-GROUPS. html#b 9. Dhunna, R. (2009). Managing Diversity. Available from http://www. slideshare. net/humaapkeliye/managing-diversity-1280026

After earth review Essay

In this review, we will discuss Will Smith’s movie â€Å"After Earth† directed by M. Night Shyamalan. Smith’s movie is about a military father and his teenage son. One thousand years after cataclysmic events forced humanity’s escape from Earth, Nova Prime has become mankind’s new home. Legendary General Cypher Raige returns from an extended tour of duty to his estranged family, ready to be a father to his 13-year-old son, Kitai. When an asteroid storm damages Cypher and Kitai’s craft, they crash-land on a now unfamiliar and dangerous Earth. As his father lies dying in the cockpit, Kitai must trek across the hostile terrain to recover their rescue beacon. In Kitai’s whole life, he has wanted nothing more than to be a ranger like his father. After watching Smith’s movie, we shall be claiming that human can fly on the sky. Besides, we also agree that space does not contain oxygen. In the movie, we do agree that earth contain gravitational force. Moreover, the love of a father is one of the moral value that we agree in this movie. However, we disagree with some points in the movie especially the decrement of the temperature in the earth. Other than that, we also disagree the function of the video-audio system. Will Smith’s movie is about in the near future, an environmental cataclysm forces the human race to abandon Earth and settle on a new world, Nova Prime. In this movie, the main characters are General Cypher Raige and his son Kitai Raige. One thousand years later, the alien creatures plan to attack the Nova Prime and take over the planet by using Ursas, blind predatory creatures that hunt and kill the human by sensing or smelling the fears from human. They struggle against the Ursas until General Cypher learns how to completely suppress his fear by a technique called â€Å"ghosting†. After teaching this technique to the other Rangers, he leads the Rangers to victory. General Cypher brings his son with him and the Rangers for the â€Å"ghosting† training. However, the spaceship is caught by an asteroid shower forcing them to crash-land on the Earth. But both Cypher’s legs are broken. Furthermore, he and his son are the only survivors . Cypher gives a mission to his son to find the tail of the spaceship and get the space-signal device. During the mission, his son, Kitai Raige, fight against many challenges to reach the tail of the spaceship. Unfortunately, the cage of the Ursas broke and it escapes to hunt for Kitai, but at the end Kitai learn to suppress his fear in order to kill the Ursa and send the signal back to his planet. Finally, he successes to do so. From the movie, the first point that we agree is human can fly on the sky. In the movie, the main character, Kitai jumped from the cliff after quarrelling with his father. He flied on the sky and chased by an huge eagle. This was because he got a small ‘wing’ at his back. Otto Lilienthal (23 May 1848 – 10 August 1896) was a German pioneer of aviation who became known as the Glider King. He was the first person to make well-documented, repeated, successful gliding flights. Thus, the main character in the movie applied the concept and theory that proved by Otto Lilienthal. Furthermore, we agree that space does not contain oxygen. In the movie, Kitai and his father used oxygen supply at spacecraft. They needed breath through oxygen supply. On our outer space there isn’t oxygen because it is related to the formation of life on our planet. And the oxygen layer goes up to 50 kilometers from the Earth. From this point to upwards there isn’t oxygen. This layer of oxygen was formed taking on account the amount of dead organisms in the beginning of the life formation. This process took millions of years to produce enough amount of O2 necessary to the life. For example, all the spaceman in the world still need to carry big oxygen container in order to breath at space. Other than that, we totally agree that earth contain gravitational force. As mentioned by General Cypher Raige in the movie, earth contain high gravitational force than other planet. If earth does not contain gravitational force, all the living things and non-living things will float on the sky. In 1687, Sir Isaac Newton, who discovered gravity, was a mathematician physicist. Many people have the image that he was sitting under an apple tree when an apple fell and hit him on the head, thus giving him the idea for gravity. In reality what he discovered was that there existed a force that is required to change the speed or direction of a moving object. After much further experimentation he wrote his theories of gravity. They have been the basic mathematical solutions for the way that things attract and repel for hundreds of years now. Besides that, we also agree a moral value which is the love of a father to his son. In the movie, we can see that General Cypher loved his son very much. Before his son carried out his mission, Cypher taught him how to survive and guided him through the screen. Cypher did not take the pain killer although both of his legs broke. This was because he will feel sleepy and cannot see clearly after taking it as he want to protect his son through the screen in the spaceship. As mentioned in the movie, the temperature at earth will decrease 5  °C for every 10minutes during night time. We disagree with that statement. In the movie, the surrounding of the forest freeze when temperature dropped. However, if according to the statement mentioned in the movie, the surrounding impossible will freeze. For example, during night time, temperature of earth is 27  °C and the temperature decrease 5  °C for every 10minutes. After 10minutes, the temperature will become 22 °C. After 20minutes, the temperature will drop till 17 °C. From the calculation, we can conclude that the surrounding will not freeze in a short time. This is because the temperature is decrease gradually and it need long time to freeze the surrounding. In addition, we disagree the function of the video-audio system in the movie. In the movie, Kitai’s father put a small camera at his back in order to guild Kitai. However, there got some scenes that General Cypher can observe his son from front view. This was no logic because the camera was set at the back of Kitai. In this review we have discussed Will Smith’s movie â€Å"After Earth†. Smith’s review covers several points such as human can fly on the sky. He show us the moral value about the love of a father. He also claim that space does not contain oxygen and earth has gravitational force. However, we do not agree with his claim that temperature at earth will decrease 5  °C for every 10minutes during night time and the function of video-audio system.

Essay about Quality Associates Case - 578 Words

1) Conduct a hypothesis Test for each sample at the .01 level of significance and determine what action if any should be taken. Provide the test-statistic and p-value for each test. Sample 1 1) H0: ÃŽ ¼ = 12 Ha: ÃŽ ¼ ≠  12 2) ÃŽ ± = .01, but for two-tail test will = .005 3) Z = (x-bar – ÃŽ ¼) / (ÏÆ'/√n) 4) Z Critical value at .005 = 2.575 5) Z = (11.9587 – 12) / (.21/√30) = -1.077187 The observed value lies outside the rejection region, so we fail to reject H0. 6) P –value is between .2814 for a two-tailed test Sample 2 1) H0: ÃŽ ¼ = 12 Ha: ÃŽ ¼ ≠  12 2) ÃŽ ± = .01, but for two-tail test will = .005 3) Z = (x-bar – ÃŽ ¼) / (ÏÆ'/√n) 4) Z Critical value at .005 = 2.575 5) Z = (12.0287 – 12) / (.21/√30) = .74855 The†¦show more content†¦Based on our 4 samples, the standard deviation for the population appears to be slightly lower than .21, but not much. 3) Compute limits for the sample mean x-bar around mu=12 such that, as long as new sample mean is within those limits, the process will be deemed to be operating satisfactorily. If x-bar exceeds the upper limit or is below the lower limit, corrective action will be taken. These limits are referred to as upper and lower control limits for quality control purposes. Upper Limit: ÃŽ ¼ + 3 ÏÆ'x-- = 12 + 3(.21/√30) = 12.115 Lower Limit: ÃŽ ¼ - 3 ÏÆ'x-- = 12 – 3(.21/√30) = 11.885 This shows that sample 3 is very close to falling below the lower limit and would need corrective action, but at the current time all 4 samples are within this range for performing satisfactorily. 4) Discuss the implications of changing the level of significance to a larger value. What mistake or error could increase if the level of significance is increased? The larger the level of significance, the smaller our interval will be. This will result in more Type 1 Errors as more null hypotheses are rejected since we have a narrower critical region and a wider rejection region with an increasedShow MoreRelatedCase 7 Quality Associates1377 Words   |  6 PagesCASE 7 – QUALITY ASSOCIATES INC. 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