Chemistry Pick Up Lines to Try on Your Crush

​The best chemistry pickup line is sure to set off the reaction for chemical attraction! Here is a collection of cute, corny, funny, and possibly even effective chemistry pick up lines. For best effect, wear a lab coat while delivering a chemistry pick-up line. Safety goggles may help you out, but wearing disposable gloves might come across as creepy. If you really want to make an impression, learn a few science magic tricks. Who wouldnt be impressed by your ability to breathe fire or make glowing drinks? Are you made of copper and tellurium? Because youre CuTe.Do you have 11 protons? Cause youre sodium fine.Are you a carbon sample? Because I want to date you.You must be made of uranium and iodine because all I can see is U and I together.Forget hydrogen, youre my number one element.If I was an enzyme, Id be DNA helicase so I could unzip your genes.Chemists do it on the table periodically.Youre like an exothermic reaction. You spread hotness everywhere.Are you made of Fluorine, Iodine, and Neon? Cause you are F-I-Ne.If I had a choice between DNA and RNA, Id choose RNA because it has U in it.Hey baby, Ive got my ion you!According to the Second Law of Thermodynamics, you are supposed to share your hotness with me.You must be a compound of barium and beryllium because youre a total BaBe.Youre hotter than a Bunsen burner turned up all the way.Hey baby, would a little more alcohol catalyze this reaction?I wish I was adenine so I could get paired with U.Your body must be made of oxygen and neon because you are the ONe.You must be chlorine cause you are polarizing my bond.You must be fluorine cause you are polarizing my bond.I must be a diamond because you gave me a hardness of 10.How about we go back to my place and form a covalent bond?If you were an element youd be francium because youre the most attractive.You are a photon quanta to my valence electron because you excite me to a higher energy level.My favorite attractive force is van der Waals force. Can you feel it? Ill move closer if you cant.You make me hotter than sulfur hydroxide mixed with ethyl acetate.Youre hotter than sulfuric acid and sugar and you smell twice as sweet.When Im near you I undergo anaerobic respiration because baby, you take my breath away.Im so strongly attracted to you, scientists will have to discover a fifth fundamental force.Lets find our combined volume by displacing the liquid in my waterbed.We have such great chemistry that we should do some biology together.You are the HCl to my Na OH. With our sweet love, we could make an ocean together.Lets get together sometime. You bring your beaker and Ill bring my stirring rod.I want to stick to you like glucose.I want to stick to you like cyanoacrylate.Are you made of beryllium, gold, and titanium? You must be because you are BeAuTi-ful.Are you into science? Because I LAB you!Are you a non-volatile particle? Because you raise my boiling point.Scientists have recently discovered a rare new element called Beautium. It looks like you are made of it.You must be the acid to my litmus paper because every time I meet you I turn bright red.Could you tell me the oxidation state of this atom and your phone number?My name? Its Bond. Covalent Bond.My name is Bond. Ionic Bond.Honey, were a galvanic cell. Cant you feel the electricity flowing between us?You must be a good benzene ring because you are pleasantly aromatic.How about we slip between my beta-pleated sheets and you get to know my alpha-helix?Baby, you must be an alkali met al. One touch and I can tell youre highly reactive.You must be made of uranium and iodine, because I can see U and I together.Youre so hot you denature my proteins.Your lab or my lab?

“a Contemporary View on Health Care System in...

CHAPTER - 1 Introduction 1.0 origin and background of the report The report ‘‘A Contemporary view on Health Care System in Bangladesh’’ is the outcome of Internship Program which is a precondition for acquiring MBA Degree. Only curriculum activities are not enough for handling the real business environment, so it is necessary to get the better knowledge about the real scenario. The report is a requirement of the internship program for my MBA Degree. Conduction of Internship/ Dissertation started on 20th December 2009 and ended on 12th February 2010. My internship supervisor at International Islamic University Chittagong, Dhaka Campus, Mr. R M Nasrullah Zaidi assigned me the topic of my report. The reason behind choosing this topic†¦show more content†¦* Observation while working in different desks * Interview with health care providers. Secondary Sources: * Official Web Site of UHL * Annual Reports of Ministry of Health * Various Manuals and Brochures of DG Health * Different publications of WHO. 1.3 scope This report solely deals with the health related information of Bangladesh. Here we try to accumulate information from various topics that have role with the health system of a country. The project is based on both primary and secondary information. Health system is a very vast area to work; thousands of issues are related here. Here we make some major segment to discuss like national health status, health care delivery system, facility based health service, leading public health problems and health education. 1.4 limitations 1. The major limitation faced in preparing this report is the enormous number of parameters that have relationship to the health care system of a country. 2. Less availability of data at all tiers of service providing especially in the private sector. 3. Less accessibility to data due to shortage of time and proper arrangement and at the same time the authenticity of data not beyond questions. 4. Health sector requires few specified technical knowhow for better understanding. Being a non medical background some time face some problem to understand technical terminology and

Human Resource Strategy Implementation System

Question: Discuss about the Human Resource Strategy for Implementation System. Answer: Introduction: The competitive world of today demands each company to be ahead of one another in the supreme race of staying or being at the top. The companies device many plans and strategies which help the organizations to reach the pinnacle of success, garnering much more productivity and profitability. The companies, in order to achieve the maximum level of productivity and profitability, often resort to many practices related to the management or the operations of the company. One of the most pivotal strategies of modifying a specific company in order to ensure maximum productivity and profitability is ensuring a good and healthy practice of keeping and nurturing a happy, competent and satisfied workforce (Cameron Green, 2015). This report analyses the case study the Wollongong Yard of the Top Trucking Company. The write up answers few specific questions about the case study that is provided. The report discusses how the new practices in the workplace that were introduced by the yard manager, complement each other, the risks that might be imposed on the yard if the new manager moves on and whether or not the unions are likely to engage in the changes in the workplace. How the new workplace practice introduced by the new manager complement each other? The Wollongong Yard of the Top Trucking Company brought in a new manager who implemented plans and strategies that was aimed at improving the ongoing, existing situation in the yard. The existing manager of the yard was extremely dictatorial and did not empathize with the employees even if they had a bad day. The new manager, when he was brought in as a replacement to the previous manager, implemented few rules and regulations and restructured the work ethics in a way that is beneficial for the employees and also for encouraging them to perform better. The new manager that was appointed at the yard, instilled new and innovative tactics so that the employees are happy and satisfied with their jobs, which can act as a catalyst for them to perform better. The new manager dealt with the problems quite skillfully. Whenever any problem arose, the new manager took a rational approach rather than an erratic one. He did not immediately blame the drivers for any mistake or error. He first supe rvised the ongoing situation and then logically arrived at a conclusion or solution to each problem. Managing talent in an organization is a sophisticated system of managing the human resources of the company to achieve the optimum level of productivity and profitability for the company (Fullan, 2014). Talent management is an integrated and long-standing approach for managing employees. This can be done by attracting the employees into the organization and by providing engagement and development opportunities with the help of a sophisticated system of HR application (Benn, Dunphy Griffiths, 2014). The new manager, kept this logic in mind while dealing with the employees of the organization. He improved the occupational health and safety of the employees in the business. The new steps that were introduced by the new manager complemented one another because the new practices that were introduced by the new manager were in the interest of the employees, which in turn worked for the benefit of the organization. The most significant roles and competencies of a HR professional of an organization rely on four pivotal sections (Baldwin, Bommer Rubin, 2012). They are analytical fact-based decision-making, leadership and conceptual ideas visioning, interpersonal teamwork and compliance to regulation and administration control. Under the guidance of the new manager, the drivers of the vehicles received training in customer service as well as the technical area. According to a professional HR survey, there are five major roles of HR in an organization. They are: The new manager took upon himself to anticipate and lead a change in the structure and operation of the organization. He valued the behaviour of the employees as well as the management more than knowledge. The new manager took more care of the employees, as he ensured proper occupational health and safety of the employees of the organization. According to the AHRI model of excellence, the HR should possess the capability of influencing the employees, which can alter the behaviors, actions and the opinions of the employees. Sustainable changes and its longevity If the new manager moves on, the yard will be facing few risks to sustaining the changes that were brought by the new manager. The risks to sustaining these changes if the new manager moves on are many. Some of them are that the existing order of peace and harmony that is at present existent in the yard might be disrupted and fall back to anarchy and other type of autocratic rule under the influence of another manager. The rules and regulations that were laid by the new manager run a risk of losing its sustainability under the reign of a new manager. The plans or the strategies that are implemented by the management of an organization must move beyond the task of developing the company (Human Resource Management in Australia, 2017). It should aim at creating an overall development and growth of the employees as well. The organization must involve planning, training and development, outsourcing, reassignment and flexibility to achieve an overall development of the organization. The ma nager of the yard transformed the organization, in this case, the yard quite efficiently with the proper handling of issues. The work attitude of the workforce of the organization is highly dependent on the environment and the atmosphere that prevails in the organization. The risks to sustaining the changes if the new yard manager or the union leader, George moves on, can create a great impact on the organization or the yard. The risks that the organization can face are: The union leader, George and the new manager both had an open point of view and were open to bringing about a change for the good in the company or the yard. If these two employee of the company happens to move on to a better and different workplace, then the sustainability of the rules and regulations and changes that was brought in by these two people, depends on how deep or ingrained the change has been implemented in the yard (Human Resource Management in Australia, 2017). The changes can sustain in the organization if they were implemented deep into the operation and management of the company. However, certain factors like the behavior of the management towards the employees or the union depends upon the new policies and strategies that the new management can implement. The changes that were implemented by the new manager were subjective and depended a lot on the individual manager. The individual manager like the new manager that implemented these changes had a precise and logi cal point of view in going about dealing with the employees. The manager took a logical point of view in going about dealing with the things. The manager dealt with the problem in a logical manner, considering the problems and the point of views of the employees. The employees of the yard, with the coming of the new manager and the implementation of the new set of rules, had a sigh of relief and could perform better. They could approach the management with any problems that they had. The new manager collaborated and worked efficiently with the labor union leader to bring in positive changes in the workplace (Human Resource Management in Australia, 2017). It also helped the manager to find out in details about the grievances of the truck driver, the suggestion and the feedback from the employees. The company and its employees performed much better with a healthy work environment with the advent and implementation of the new rules set by the new manager. The reception of changes by the union The tough blue-collar unions like the Transport Workers Union are more or less likely to engage in the workplace changes because the new changes that were implemented by the new manager saw a fresh and positive change in the working environment of the company or the yard. The new set of rules and regulations worked efficiently for the company or the yard. The tough blue collar unions are likely to engage in a change in the workplace than the public or service sector because the changes in the public or service sector is not that frequent as opposed to this sector. The changes that has to be brought about in the workplace can only be implemented with the cooperation of the union as well as the management. In this case, since the manager worked efficiently in collaboration with the union leader, the company and the employees could achieve the desired target. The employees too were receptive to the changes that were brought about in the company. The bad eggs among the drivers also led t o many conflicts in the company which led to many short strikes in the company despite the reluctance of the union leader, George. Many a times George was forced to agree with the point of view of those bad eggs despite him having a different point of view. Thus, it can be said that the blue collar union are like to engage in the changes in the workplace than the union in the public or service sector. This can be supported from the fact that the union in the yard, in this case, were more receptive towards the change and when they saw that the changes were brought about by the manager, worked for their betterment, they were more than happy to implement the changes. The employees of the yard were happy and satisfied with the changes that the new manager implemented. They were treated like responsible adults and not like children, which made them happy. These changes made the Wollongong Yard top the tables of key indicators of success for the various yards (Human Resource Management in Australia, 2017). References: Baldwin, T. T., Bommer, W. H., Rubin, R. S. (2012). Managing organizational behavior: What great managers know and do. Battilana, J., Casciaro, T. (2012). Change agents, networks, and institutions: A contingency theory of organizational change.Academy of Management Journal,55(2), 381-398. Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Daley, D. M. (2012). Strategic human resource management.Public Personnel Management, 120-125. Fullan, M. (2014).Leading in a culture of change personal action guide and workbook. John Wiley Sons. Hendry, C. (2012).Human resource management. Routledge. Human Resource Management in Australia. (2017) (5th ed., pp. 169 - 170). Alewell, D., Hansen, N. K. (2012). Human resource management systemsa structured review of research contributions and open questions.Industrielle Beziehungen/The German Journal of Industrial Relations, 90-123. Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Clegg, S. R., Kornberger, M., Pitsis, T. (2015).Managing and organizations: An introduction to theory and practice. Sage. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge.

My Trip Essays (749 words) - Walls, Border Barriers,

My Trip While vacationing in China last summer I had the opportunity to visit The Great Wall of China. Combined with its technological feat and awesome presence the Great Wall of China could easy be one of mans most remarkable accomplishments. With its design and texture that stretch for miles it can be an overwhelming experience. Construction of the Great Wall started in the seventh century B.C, it joined the walls to hold off the invaders from the Xiongnu tribes in the north and extended them to more than 10,000 li or 5,000 kilometers. Even a few miles away from the Great Wall its self, you could already see the outline of the wall stretching for miles Standing near the Great Wall I notice the cold stale air. It was hard to breathe and I had to constantly cough to keep my throat clear. Visiting this huge wall of block in the morning can be an unforgettable experience. The ground was muddy because it rained non-stop the previous day. Climbing up the stairways that leads up the Great Wall, I could hear all different languages spoken by the people who were in attendance. On top looking down sideways the wall seems to never end. As far as my eyes could see the road seemed to travel forever. The weird intertwining design was a unique concept. Touching my hand against the hard brick wall, the texture of the brick was something I never felt before. The style in which the ancient Chinese constructed brick, it with stood the age of time and also forcing enemies from the north. While still pressing my hand against the brick I notice how cold and freezing the brick was. You could place your hand on the same place, but if to long your hand would start to freeze up. Bricks that were used to create the sidewalls were different then the ones made for the walkway. Every half-mile stood tower post where the ancient Chinese warriors would look out for attacks. There are no windows, and for emergencies there are rope ladders that can be tossed over the wall for escaping or warning the city of attack. You could smell the odor that seems to rise up from the bricks, also the damp musty smell of surrounding forest that you cant escape from. The smell is tolerable and the only thing I tried to avoid was stepping into large puddles of water, even though there were old men and women using what looks like a makeshift broom to shuffle the water into the water ducts. The water didnt mind me as much as the walk up and down the walkway. If youre going to visit the Great Wall of China I advise that you be in good psychical condition. Because the Great Wall goes on for sixteen miles and most of the walk is up hill. I notice that the local townspeople use the walkway for an exercise facility. Theyre dressed up in their sweats with the American brand shoes and were kind enough to smile and gesture to the passing tourist. After an hour of walking seamlessly I decided to rest and enjoy the view. The scenery rivaled the Great Wall in its beauty and calming presence. Looking outwards to the north all I could see is lush green vegetation. The color of the hills radiate with life and in the distance you could see patches of smoke that local villagers use to warm their house or cook their meals. The sky has started to clear up and my visibility was enhanced. Now from all directions, I could see as far as my eyes took me. I visualized how it must of felt living in ancient day China. Looking over the north watching for invaders, and from the south observing the villages play out their daily routine. How it must of felt for the soldiers to have such a great responsibility. They were literally protectors of all China. The emotion and insignificant I felt standing near one of our greatest accomplishment I will never forget. I would like to say I will make it back for a second visit, but if not, I could proudly say that I experince one of the