Kinetic Chemistry

The name of the course: Kinetic Chemistry The understudy name : Wejdan Mohammed Al-Otaibi Teacher name :Razan SnariGroup namber :1The year : 2017/2018Spectrophotometry: is a gadget to gauge the measure of light in the material utilized. This gadget comprises of two sections: the first is the light source, and the second is the photometer . the work rule of this gadget : the fluid or material that we need to gauge the components inside is put in a tub, this cylinder is then positioned between the light source and the photometer . with the goal that the measure of light going through the example is estimated by photometer. At the point when a photometer is presented to light, it gets or produces an electrical sign that changes with the measure of light consumed by the fluid . this adjustment in light retention relies upon the adjustment in the convergence of the substance. the way work this gadget: this gadget it gauges the retention of light by fluid materials at various frequencies, and subsequently can distinguish various obscure substances or figure known groupings of materials . 22288507372350 Ventured stream Technique:is a fast blending gadget, to examine the energy of snappy concoction responses in arrangements . this gadget contains two reactants which are kept in discrete stores and are kept from streaming unreservedly . the collaboration begins by introducing the reactants in the gadget. these materials are then discharged to the blending chamber, which blends these interfacing materials , the response is then checked by watching the adjustment in the retention of the response arrangement . At the point when the response advances, it fills the â€Å"stop syringe† that grows until it arrives at where the cooperation arrives at a constant stream , accordingly halting stream or interaction27527257162800Sodium responds unequivocally and rapidly with water and delivers an answer of sodium hydroxide and hydrogen gas, a dreary arrangement. During the response sodium can be warmed and It might touch off and ignite with an orange fire . Hydrogen gas discharged during the burning procedure responds with oxygen noticeable all around . the subsequent arrangement is essential as a result of the dissolving of sodium in the water. this cooperation among sodium and water is an exothermic response. sodium response with water is the nearest to blast. Na +2 H2O ?2 NaOH + H2. This hunt utilized this communication and on the grounds that it is quick, it utilizes the ventured stream strategies strategy to control it Rate=-d[Na]dt=-12d[H2O]dt=12d[NaOH]dt+d[H2]dt Reverences:Physical science for the existence sciences â€Thomas EngelCompendium of Chemical TerminologyPhysical science for the existence sciences-Peter Atkins , Julio De PaulaAdvances in principles and strategy in spectrophotometry ,K.D.Mielen

Reality Tv Essay Free Essays

Cassandra Clark AEGL †101 Prof. Divider In our creative and specialized society, mainstream society has overflowed amusement. The outcome is a talentless type of TV called unscripted television. We will compose a custom exposition test on Unscripted television Essay or then again any comparable theme just for you Request Now This depleted class of TV has adopted another strategy to endeavor to demonstrate absurd and outrageous situations to keep a grip on its’ watchers. As opposed to giving genuine diversion, there unscripted television shows frequently show a talentless, irritating cast. Just as fill their shows with item situation; permitting the cast individuals to get well off of underwriting items and become living ad. In Salman Rushdie’s exposition â€Å"Reality TV: A Dearth of Talent and the Death of Morality,† he expresses that â€Å"people are getting well known for doing not a lot by any means, yet doing it where everybody can see them† (216). By investigating a few shows, Rushdie’s explanation can be demonstrated right. One of the most well known, yet disastrous instances of unscripted television is the â€Å"Jersey Shore†. This â€Å"cast† comprises of six guido’s and guidette’s whose solitary reason for existing is to drink, battle, party and have intercourse. Every scene comprises of the cast living their lives while they don't do anything however go out and bum around. Tanning, dozing until two pm consistently, and connecting are among certain things that this cast does. The most seasoned individual from the show is Mike; is a thirty-year-elderly person who’s fixated on his self-perception and his lone activity is the â€Å"Jersey Shore†. What an extraordinary good example! A man who has arrived at his thirties and just accomplishment in life has originated from renowned on an unscripted television appear. The show is broadcast on MTV, whose viewer’s run from youthful adolescents to youthful grown-ups. The present and forthcoming ages are barraged with a bogus picture of being a grown-up. In reality, you can’t go out each night of the week, get dark out alcoholic and afterward wake up with a fat check in your ledger. Nor would you be able to make thousands every week without a more significant level of training and a genuine activity. Rushdie expresses that being â€Å"Famous and rich are presently the two most significant ideas in the western society† (216) and he couldn’t be all the more right. This statement couldn’t be any nearer to reality and is approved by junk TV, for example, the Jersey Shore. These six â€Å"adults† have become the most famous and broadly known individuals in America; which is really unnerving. Who knows, the cast of Jersey Shore could be more astute than we might suspect. In any case, their activities and low ethics conceal any opportunity of that being somewhat trustworthy. Instructions to refer to Reality Tv Essay, Essay models

Heidi Roizen

1. What are the qualities and shortcomings of Roizen’s arrange toward the finish of the case? Heidi Roizen has put time and exertion in creating and supporting connections/organizes in the PC business, particularly in the Silicon Valley region, all through her expert profession. As she moves into her financial speculator job, her systems administration endeavors have the accompanying qualities ††¢Includes administrators including CEO’s, along these lines giving her the experience of connecting with these business leaders.Since she has set up associations with numerous and her believability is demonstrated, which is a significant basis for business pioneers; this is a basic ability in her new job. †¢Since she isn't just notable in the web business but at the same time is very much regarded, her joining Softbank gives positive criticism about the new gathering making it an appealing open door for some. Her present job is not quite the same as her earlier em ployments in that it requires making go/off limits subsidizing choices about new businesses instead of set up a system of contact to help build up the business she was included in.This key contrast in her job will put strains on her immense system just as herself. To be specific †¢Reject ventures from her colleagues. Despite the fact that she has been putting forth deliberate attempts to connect with those influenced by these antagonistic choices, there is a decent chance that a few people will let these choice effect their own/proficient associations with her. Since, she is very qualities her connections a great deal I envision such issues will adversely influence her at an individual level.This has the capability of negatively affecting her believability in the business †¢Trying to deal with her system will put imperatives on her expert as well as close to home life. As she specifies that she goes through two hours out of each day conveying dismissal notes, I accept for her to have the option to support this she should place in additional hours at work or bargain the nature of work. †¢Create inward clash for herself by straying from her way of thinking of helping other people when it is a commonly gainful circumstance for both, since in her present job she is feeling constrained to help individuals by alluding them to the organizations she is tied with. 2) What explicit advances did Roizen take to build up her system? To look after it? Heidi Roizen is a know business pioneer in the PC business area, particularly in Silicon Valley. Throughout her vocation she has fabricated a huge system of associations. The essential explanation behind her tremendous system can be ascribed to her inborn social butterfly and high vitality character combined with a craving to associate and help individuals with high gauge and drawing in characters. Likewise, she was additionally required to develop connections to help the product organization, T/Maker, which she helped to establish in the early period of her career.The essential goal was to showcase the company’s item. Her techniques towards creating connections included ††¢Follow the ‘what can I offer’ approach. In her communications with individuals she arranged cautiously on the best way to support their undertakings/needs. During her time at Tandem, she had chance to work with the company’s CEO’s and through her methodology she constructed associations with the CEO. Her relationship profited her expertly as he suggested her for the Stanford MBA program. †¢Identify associations and individuals that will support her drives and draw in them through important commitments in their activities.To advance her organization, T/Maker, Heidi coordinates with the press, the product entrepreneur’s gatherings and the product distributers affiliation. Through her commitments she has set up reasonable connections, as is apparent by the shining aud its paid to her by business pioneers, for example, Brian Gentile of eALITY Inc. †¢Trust her decisions on the bore of individual she connects with as opposed to their situation in the association. The paper gives occurrences where she manufactured associations with ‘smart’, ‘interesting’ and ‘good quality’ individuals who later become senior administrators in their organizations. Connections are based on a mix of expert social communications. She is known to have standard gatherings at her home. She utilized these occasions not exclusively to manufacture her connections yet additionally give organizing chances to her visitors. Heidi gives a great deal of significance to her connections and is therefore exceptionally upright in supporting them. To keep up her system, she puts stock in †¢Quality of the cooperation as opposed to amount. She use her connections after much idea, for e. g. higher up in the association her contact is, less oc casions she would contact that person for favor. †¢Focus on been steady in the relationship. She stresses being predictable in her activities while managing companions. †¢Ensuring there is correspondence in the relationship I. e. , there is a harmony between the occasions she is requesting help as opposed to getting that specific individual out. ? 3) How does your own system contrast and Roizen’s? Whatever degree are the distinctions because of the political structure in the systems assist?To what degree are the distinctions because of the individual inclinations and style? As I think about my social/proficient system to Heidi Roizen’s, probably the greatest contrast is the quantity of individuals we know-my LinkedIn contact list is at 100+ while I surmise Heidi’s would be 500+ class. Subsequent to experiencing this article I have understood the hugeness systems administration can have on one’s calling and pushing ahead will get a kick out of th e chance to The shared traits between our connections incorporate †¢Quality of communications instead of quantity.I have some awesome companions whom I just meet once/two times every year yet the relationship has been continued. †¢Relationships must be on an in any event, balance. I put forth purposeful attempts to guarantee correspondence is kept up from my end. There have been events in the past where I have ended connections when I felt the other individual was continually requesting help. A few contrasts that happen in our connections are †¢Heidi is social and hosts gatherings pretty much consistently in her home. This isn't the situation at my place. There is an exceptionally solid accentuation in her life on systems administration, which isn't the situation for me. She appears to put time involved with the expectation of utilizing them for future advantage either for herself or different associates. This turns out to be clear toward the finish of the case during her time Softbank she alluded individuals to associations that will enable her business to premium. For my situation, connections can once in a while be utilized to trade thoughts or simply have a great time without the expectation of getting any advantage. †¢I am commonly not hoping to unite individuals for shared advantage. †¢She puts forth an attempt of meeting new individuals through going to public exhibitions, taking an interest in gathering etc.In my job, I have chance to go to specialized gatherings however my essential plan there is to obtain information as opposed to meet new individuals. As I would see it perhaps the most compelling motivation for the distinctions is our character type. She is an out-going, high vitality individual with an energy for meeting new individuals. This implies associating and meeting new individuals furnishes her with fuel to get energized throughout everyday life. I am a contemplative person who appreciates meeting individuals yet f eel depleted after these encounters and need alone/close family time to recharge.In expansion, contrasts among Heidi and me can likewise be credited to our callings. Since she has basically functioned as business people/business engineer, my job is to create producing forms. I accept there is a key contrast between these jobs, her activity needs communicating with countless individuals while for my situation information about the procedures is progressively significant. ? 4) What proposals would you give Roizen for altering and keeping up her system as she turned out to be progressively required as a web adventure capitalist?I will give her the accompanying recommendations †¢She ought do whatever it takes not to support each relationship that she has set up throughout the years. She ought to make of need rundown of individuals and keep up associations with the individuals who meet her essential necessity of being ‘smart’ and ‘good quality’ also are est eem included her new job. She needs to shuffle three basic jobs †family, work and system the executives. On the off chance that she concentrates a lot on attempting to keep up her system, there is a high likelihood that either of the others will endure. She should concentrate on making a few associations with individuals who are not in a similar industry segment as her. This will be â€in sync with her cordial character and satisfy her ‘need’ to communicate with individuals while not making desires/pressures in her calling. In the paper, clearly a large number of the proposition, including meeting demands, being submitted are from with her system. Since the majority of these are being dismissed and despite the fact that she is as a rule proficient in dismissing these, it ought not out of the ordinary that a portion of these dismissals are not well received.The pessimistic responses radiating from these may make worry for her and hamper her expert and individual l ife. †¢She ought to likewise assign the dismissal letters to her subordinates as she is by all accounts investing an excess of energy in them and this is detracting from her work time that might be negative for her profession. †¢Since, her present job is not the same as her past jobs of being a business person/business designer there is constrained requirement for keeping an exceptionally huge system.

College Students Using Credit Cards to Pay for Education

A recent article in the Shreveport Times reported that over the past year, 92% of college students used a credit card to pay for education-related expenses such as textbooks. The survey, conducted by Sallie Mae, the student lender, indicated the use of credit cards to pay for education-related expenses rose 7% from 2004 to 2009. And a 2006 survey of students at Louisiana State University showed that one in five students who responded had maxed out their credit cards. Congress and President Obama are poised to make some changes in this area. Senator Chris Dodd, D-Conn., has authored a new bill which, if passed, would require someone 21 or over to cosign for a credit card for a college student under the age of 21. At the same time, President Obama is meeting with the largest credit card issuers in the country and asking for concessions. These include elimination of unfair rate increases, longer delays before rate changes go into effect, and more notice before a change in the due date of a cardholder's bill. For more information, use the following links: Shreveport Times Article Sallie Mae Survey

Difference Between Celsius and Centigrade

Depending on how old you are, you might read 38 °C as 38 degrees Celsius or 38 degrees centigrade. Why are there two names for  °C and whats the difference? Heres the answer: Celsius and centigrade are two names for essentially the same temperature scale (with slight differences). The centigrade scale is divided into degrees based on dividing the temperature between which water freezes and boils into 100 equal gradients or degrees. The word centigrade comes from centi- for 100 and grade for gradients. The centigrade scale was introduced in 1744 and remained the primary scale of temperature until 1948. In 1948 the CGPM (Conference General des Poids et Measures) decided to standardize several units of measurement, including the temperature scale. Since the grade was in use as a unit (including the centigrade), a new name was chosen for the temperature scale: Celsius. Key Takeaways: Celsius vs. Centigrade The Celsius scale is a type of centigrade scale.A centigrade scale has 100 degrees between the freezing and boiling points of water.The original Celsius scale actually had a boiling point of 0 degrees and freezing point of 100 degrees. It ran in the opposite direction of the modern scale! The Celsius scale remains a centigrade scale in which there are 100 degrees from the freezing point (0 °C) and boiling point (100 °C) of water, though the size of the degree has been more precisely defined. A degree Celsius (or a Kelvin) is what you get when divide the thermodynamic range between absolute zero and the triple point of a specific type of water into 273.16 equal parts. There is a 0.01 °C difference between the triple point of water and the freezing point of water at standard pressure. Interesting Facts About Celsius and Centigrade The temperature scale created by Anders Celsius in 1742 was actually the reverse of the modern Celsius scale. Celsius original scale had water boil at 0 degrees and freeze at 100 degrees. Jean-Pierre Christin independently proposed at a temperature scale with zero at the freezing point of water and 100 was the boiling point (1743). Celsius original scale was reversed by Carolus Linnaeus in 1744, the year in which Celsius died. The centigrade scale was confusing because centigrade was also the Spanish and French term for a unit of angular measurement equal to 1/100 of a right angle. When the scale was extended from 0 to 100 degrees for temperature, centigrade was more properly hectograde. The public was largely unaffected by the confusion. Even though the degree Celsius was adopted by international committees in 1948, weather forecasts issued by the BBC continued to use degrees centigrade until February 1985!

Analysis Of The Book The Complete Persepolis - 2283 Words

Introduction Benjamin Cardozo, an American jurist, said â€Å"Freedom of expression is the matrix, the indispensable condition, of nearly every other form of freedom.† In The Complete Persepolis, it is clearly seen that when a standard is set for women’s attire, restrictions of other freedoms come along with it. Throughout the book, the author, Marjane Satrapi, recounts her life in Iran after the Islamic Revolution of 1979, and the difficulties she encountered. She struggled with restricted freedoms, strict religious rule, and a sense of statelessness. In the opening illustrations, she describes her childhood and her transition from a secular school to one that was religious and separated by gender. At this time it had become law for a woman to wear the veil, or head scarf when in public. Satrapi talks of how she â€Å"didn’t like to wear the veil, especially since [she] didn’t understand why [she] had to†(Satrapi 3). The wearing of the veil is par t of the Islamic faith that became enforced by the government and the Guardians of the Revolution, after the Islamic Revolution. Satrapi relates the story of her life and give the reader much insight into the life of an Iranian woman. The Complete Persepolis serves as a narrative of Iranian history from the eyes of a common citizen, and through these narratives the link between â€Å"women† and â€Å"religion†, along with its construction and political significance, is exemplified. Review of Literature While I will pull from other sources, theShow MoreRelatedPersepolis : The Invisible Art Essay1369 Words   |  6 PagesPersepolis In graphic memoir Persepolis, Marjane Satrapi illustrates the eventful life of Marji, an Iranian girl’s living most of her life in Tehran, Iran during the Islamic Revolution. The author commences her story as child and creates a timeline of series of events as she enters adulthood. Marji, represents many disenfranchise women, as she faces discrimination, exile, and confusion in her own country. Uniquely, Starapi’s work can be a justification to prove Scott McCloud’s design theories inRead MoreThe Complete Persepolis By Marjane Satrapi2268 Words   |  10 Pages Review of Literature While I will pull from other sources, the main focus of this paper will be The Complete Persepolis by Marjane Satrapi. Throughout this graphic novel, Satrapi tells her life story and what it was like growing up in Iran. In the opening illustrations, she describes her childhood and her transition from a secular school to one that was religious and separated by gender. At this time it had become law for a woman to wear the veil, or head scarf when in public. Iran transitionedRead MoreRosalind Krauss - Photographys Discursive Spaces9350 Words   |  38 Pagesclaim the imaginative projection of an author so much as the legal protection of property in the form of the copyright. Finally, view registers this singularity, this focal point, as one moment in a complex representation of the world, a kind of complete topographical atlas. For the physical space within which the views were kept was invariably a cabinet in whose drawers were catalogued and stored a whole geographical system. Th e file cabinet is very different as an object from the wall or the

Learning Organization Journal of Business Communication

Question: Discuss about theLearning Organizationfor Journal of Business Communication. Answer: Introduction In this article, the author highlights the importance of upholding and availing rules and guidelines that would make management easier. He also highlights the actions that can be implemented with the aim of assisting in the development of a learning organization. The essay aims at finding answers to critical questions normally raised by managers. This entails defining an organization by outlining benefits of the environment and possible actions to be carried out to in order to present the environment as an arena for learning in addition to the achievement of other organizational goals (Barker and Camarata, 2008). The authors main area of focus is on the level to which an organization may establish an appropriate environment for growth and development of then workers through a careful management of the various organizational tranistions. Objectives A learning organization is one equipped with acquisition, creation and transfer of knowledge in addition to the ability to modify behavior to improve the effectiveness of workers towards the achievement of goals. The author had the following objectives: To develop and depict an organization as a type of a learning environment. This aids in focusing on some of the details on building a successful learning organization. This aspect depicts an organization as a learning environment. To identify the various management approaches used by organizations, this singles them out from other organizations. Research indicates that the success of an organization is largely tied on the effectiveness with which the human resource is managed To identify and discuss supportive organizational designs needed for proper organizational performance. This approach involves describing the effective elements which curve out an organization as a learning environment. To identify and discuss key competencies of employees. These abilities form the basis of an organizations performance and ability to achieve goals. Approach These are philosophical axioms or correlative assumptions used to develop the theme of an article. It is simply a way of dealing with something. Dr. Swee C. Goh has used an approach of asking and answering questions. By asking what a learning organization is, he defines his starting point and the goals if the essay. A second approach used is by asking whether the goals intended to be achieved by the organization are long term or short term (Bernhard, 2008). Being a long-term result oriented, the company develops a competitive edge as time goes by and therefore needs consistency in the management approaches, effort as well as commitment. The other approach is reviewing a set of published articles and books in the learning organization. In his approach of trying to answer questions, companies like Motorola, Honda, Sony and Nortel among others were used as cites to confirm that organizations maximize their competitive levels during good financial periods and carefully manage them when the organization is experiencing challenges. This makes them to be highly envied by their competitors. Summary of Methodology This is the practical aspect of gathering information and finding solutions. The findings from the article reveal the fact that the author used various methodological approaches in obtaining, analysis and interpreting data. First the author used survey which involved studying of sample companies. The research used Motorola, shell, xerox, was mart, British petroleum, Honda, Nortel and analog devices. The information from the cited companies was used to answer tactical questions and draw effective conclusions. The second approach involved review of relevant literature. In order to address the research question, the author performed a literature review of various books and articles comprising research which handled the aspect of organizational learning. By analyzing books of different researchers like David Garvin, Senge, Mohrman, and Kiernan on the same issue, a well detailed conclusion was drawn (Carliss, 2000). The third approach was the use of direct interviews. He conducted interviews with the senior managers and engaged them into detailed discussions to gather information. This was effective as he was able to gather the first hand information and see for himself from the ground. There was also the use of questionnaires and direct interaction with the employees. Focusing on the employees and getting feedback from them was paramount on his findings. According to my understanding, he could have given the questionnaires to the employees and analyzed the feedback he got from them or he could engage them in one in one discussions. Essential Conclusions From his findings, he concluded that organizational learning is a possible process hence those who learn more tend to succeed more in their endeavors (Cohen, 2008). In order to enhance the learning environment, the managers may be required to set up specific approaches and conditions. This may involve management of human resource through transfer of knowledge as well as an adequate sharing of the key organizational goals with the employees. Such approaches improve learning in an organization (Cohen and Sproull, 2009). To enhance learning, an organization needs to identify and uphold the internal drivers. Five core strategic building blocks can be argued from this review as was concluded by majority of the writers and researchers. Although they are represented as different entities, the building blocks are interdependent and mutually support one another. First of all, the organizational mission as well as its vision ought to be as clear as possible. The employees are therefore required to not only uphold the values and strategies but also support them (Easterby-Smith, Crossan and Nicolini, 2000). This strategy building block ensures that the employees extend themselves to take responsibilities and apply their special talents A good organizational structure would ensure that the day to day activities are properly aligned to the key goals and objectives of the organization. The second aspect involves sharing of leadership. This approach empowers the employees and enhances the establishment of a good culture. The employees are motivated to take risk and be in a position to deal with the uncertainties associated with business operation (Huber, 2009). This needs managers to be seen as coaches not controllers. When leadership is shared, the aspect of rank does not particularly affect operations. Through this approach, the leaders are required to offer the employees adequate information to aid in the identification of opportunities (Papa, Daniels and Spiker, 2008). Leaders should accept criticism willingly without taking any offense. Dr. Goh concluded that leadership should involve employees in decision making. This is seen in the Motel Company which frequently trains and organizes workshops for the employees. The managers also participated fully in these workshops, interact freely with the employees and solicit ideas and inputs from them. The third aspect involves encouraging the employees to experiment and identify viable approaches (Schwandt and Marquardt, 2000). The approach requires an evaluation of the current affairs and identifying the areas in need of adjustments. Managers ought to consistently encourage the employees to bring new ideas into their work in a bid to enhance performance. Consequently, there is need for a culture which supports and rewards experimentations. There is also the aspect of knowledge management. An organization can enhance learning through careful approaches in which knowledge is disseminated and transferred from one employee to another through appropriate platforms (Senge, 2004). This can be achieved through seminars, exhibitions and trainings where the employees interact and exchange knowledge and skills. Benchmarking processes as developed by Xerox are good examples of ways in which knowledge transfer is encouraged. The other aspect involves good team work as well as cooperation from employees. Unity and team work among workers is a key strategic building block. The workers are able to share their skills by collectively taking part in responsibilities. For instance in the Honda Company, employees are training on various areas hence can easily rotate their responsibilities which improves effectiveness. The five strategies discussed above require two major supportive foundations. To begin with, there is need for a proper organizational design. It ought to be clear and simple characterized with less but effective procedures. Research reveals that an organization with a good structure tends to uphold a good learning environment. (Wang and Ahmed, 2003). In addition, an organizational structure which places the employees close to the decision makers enhances motivation and the overall output. This is because the structure allows an easy management flow of information as well as procedures. In a nut shell, the foundational blocks discussed above would work effectively in a flat organizational structure with minimal hierarchical levels. In line with the aspect of competencies and skills of employees, research indicates that these abilities can be adequately harnessed through training and development (Kofman and Senge, 2009). Through training and appropriate opportunities, the employees are given a chance to not only show case their abilities but also improve on individual skills. Conclusion The author highlights the aspects discussed above as key factors which enhance learning in organizations. Their presence is vital in the implementation of the learning capabilities in an organization. The archetypes presented describe specific strategies and foundations building blocks and measurement required to develop an organization as a learning environment. Consequently, managers ought to take the right steps and implement effective approaches which would ensure that learning is enhanced within an organization as much as possible. With proper learning and improvement, an organization raises its competitiveness and hence general performance. References Barker, R. and Camarata, M. (2008) The role of communication in creating and maintaining a learning organization: preconditions, indicators, and disciplines, The Journal of Business Communication, 35 (4), pp. 443-467. Bernhard, H. (2008) Six lessons for the corporate classroom. Harvard Business Review, 66(5), pp. 12-56. Carliss Y. (2000) Design Rules: The Power of Modularity. Boston: Harvard Business School Press. Cohen, M. (2008) Productivity and Efficiency in Human Service Organizations as related to Structure, size and Age. The Academy of Management Journal, 23(1), pp. 21--37. Cohen, M. and Sproull, L. (2009) Introduction: Special Issues on organizational learning. Organisation Science. 2(1), pp. 23-25. Easterby-Smith, M., Crossan, M., and Nicolini, D. (2000) Organizational learning: debates past, present and future. Journal of Management Studies. 37 (6), pp. 783-796. Huber, G. (2009) Organizational Learning: the contributing processes and the literatures. Organization Science. 1(2), pp. 88- 115. Papa, M., Daniels, T. and Spiker, B. (2008) Organizational Communication: Perspectives and Trends. Thousand Oaks: Sage Publications. Schwandt, R. and Marquardt, J. (2000) Organizational Learning. Boca Raton: St. Lucie Press. Senge, P. (2004) The Fifth Discipline Fieldbook. New York: Currency Doubleday. Wang, C.L. and Ahmed, P. (2003) Organizational learning: a critical review. The learning organization, 10 (1), pp. 8-17 Kofman, F. and Senge, P. (2009) Communities of commitment: The heart of learning Organizations. Organizational Dynamics. 22 (2), pp. 5 23.