Role Of Education in Sustainable Development Essay Essays

Role Of Education in Sustainable Development Essay Essays Role Of Education in Sustainable Development Essay Essay Role Of Education in Sustainable Development Essay Essay Sustainable development is that development which will run into the present demands of the community without compromising the ability of future coevalss to run into their ain demands. Environmental instruction involves among other things the proviso of information. acknowledging values. clear uping constructs etc in order to develop accomplishments and attitudes that enable the community to understand and appreciate the relationship between their civilizations and their physical milieus. At international fora. efforts have been made to advance environmental instruction. In the twelvemonth 1975 in Belgrade. the plan for international environmental instruction was started followed by the conference in Tsibilisi in 1977. Nevada 1979. Moscow 1987. †¦ . . Since so the council of European states has twice called on member states to progress on environmental instruction in all sectors of instruction. There is required a dominant policy to guarantee that the findings of research on environmental scientific discipline are decently applied to guarantee that the universe is safe for farther development with no farther devastation of the natural resources. It is hence necessary to affect the participants in political. economic and cultural sectors in planing environmental plans. By making this. we will detect that all these participants have turned conservationists and we can anticipate a struggle of involvement of manner in the attack of environmental affairs. This is because sustainable development is a contested district with its ownership disputed by forces with really diverse involvements. Its therefore hard to anticipate any relaxation of the attempt on those who will go on to enforce development to accommodate their terminals raising â€Å"modernity. national integrating. economic growing and other slogans† ( Adams 1990. p199 ) . With challenges as these. instruction is a must in order to convey these involvements groups together and come up with sound policy on sustainable development. infact one that is witting of future demands. Obstacles TO SUSTAINABLE DEVELOPMENTThere are assorted obstructions to sustainable development which include: 1. Lack of consciousness on issues involved.2. Political unacceptableness of obvious stairss frontward.3. Resistance by groups with vested involvements.4. Insufficiency of institutional mechanism for incorporating environment and development. SolutionTo get the better of these obstructions. there is a feeling among many groups that there is a demand to replace the thoughts and values that underlie the composite and seeable obstructions with a new attack and reshaping of thoughts and values. To make this we need non merely a alteration. but a entire revolution of our thought. This can good be achieved through a well-designed instruction attack. ROLE OF EDUCATIONEducation plays a major function in heightening people’s consciousness about bio-diversity preservation every bit good as sustainable development. It leads to realization of preservation cognition and accomplishments which in bend aid in broadening people’s cognition about preservation. therefore doing them functional members of the society. Education will edify stakeholders on assorted issues associating to sustainable development and bio-diversity preservation. Besides instruction will sensitise them to take part to the full in runs against any act or development that threaten future sustainability. Consequently. instruction empowers stakeholders to take increasing charge of their ain developments as cardinal ingredients combined with a clear cognition of environmental restraints and of demands to run into basic demands. This enables people to understand their demand for and importance of biodiversity for now and in the hereafter. It is this instruction which will enable us gain that sustainable development confronts non merely society. but each of us at the bosom of his or her intent. It invites us to give practical support to the values of societal equity. human worth and ecological wellness. Education inquiries our preparedness to affect ourselves in the battle for alteration. it challenges our willingness to lend in greater step to the activities of NGO’s and dedicated persons who run on our behalf. Furthermore. instruction asks us to accept that the little beginnings from which so many successful runs have started resides within ourselves. As Laszlo ( 1989 ) puts it. â€Å"we contemplate altering about anything on this Earth except ourselves. † and this is due to the interior restraints in our visions and values that can merely be removed through instruction. This is because instruction will explicate the demand for and importance of attitude and behavior alteration in our chase for development. as a consequence we will gain that we owe the hereafter coevalss what we have today. It is instruction that will enable us make a decision as Max-reef ( 1991. P113 ) explains: -â€Å"I have reached the decision that I lack the power to alter the universe or any important portion of it. I merely have the power to alter myself. And the absorbing thing is that if I decide to alter myself. there is no constabulary force in the universe that can forestall me making so. It is my determination and if I want to make it. I can make it. Now the point is that if I change myself. something may go on as a effect that may take to a alteration in the world† . As such consciousness becomes more general. sustainable development will be regarded earnestly by the people who truly count non merely elites but people by and large. Education whether formal or informal has been proved to be a powerful tool in advancing alterations in the attitudes and perceptual experiences of people about a resource. A series of conferences under the protections of UNDP have been held to turn to issues refering to the nexus between sound natural resource direction and sustainable development. environmental preservation and improved human public assistance. Education for sustainable development will non merely make consciousness of the planetary crisis but must put it at the bosom of the course of study. It must be â€Å"ecological† instead than â€Å"environmental† encouraging wide holistic thought. learning the demand for structural alteration and advancing the right application of reductionist thought to specific proficient jobs. It will encompass all the agencies of the alteration discussed in this paper and watchful stakeholders to the feasibleness of alternate patterns. Further. instruction will non merely inform stakeholders. but besides let them to take part in determination devising procedure about biodiversity preservation and therefore advancing alteration. Through instruction. stakeholders will non merely go acquinted with one another’s vision about healthy ecosystems but besides stimulates them to explicate their ain visions associating to biodiversity. It will non merely learn them about holistic theory but will necessitate them to believe holistically. Holistic thought is a peculiarly of import agencies of alteration for sustainable development because it attempts to calculate out the effects. Holistic attack attempts to expect the job â€Å"simple† solutions. create and to place more satisfactory structural solutions. Holistic thought led one husbandman in Kenya. sickened at holding to hit the elephants destroying his harvests. to follow an alternate signifier of land usage. suiting non merely his ain involvement but besides those of elephants. of tourers who wanted to see elephants and of local people who could supplement their subsistence economic system with income from touristry. Education will besides assist us to see the demand of seting people foremost in all our enterprises in sustainable development and biodiversity preservation. Puting people foremost means rather merely valuing people for themselves. for what they are instead than for what they can make. or how they can execute in the service of some involvement whose terminals may be rather radically opposed to the meeting of human demand. Puting people foremost besides means empowerment- a procedure by which those who are or feel excluded from determination devising are enabled to take part in it. It involves the transportation of power from those in authorization to smaller groups. In some states this has to get down with set uping or re-establishing political rights and other basic freedoms. ( A recent illustration is the return to free elections in Malawi and Kenya ) . Merely so can a start be made to supply instruction and preparation to raise consciousness and allow stakeholders to play an effectual function in political procedure. Empowerment besides refers to what Paul Freire. the Brazilian educationalist calls â€Å"Conscientization† or instruction for consciousness. by which communities and persons become cognizant of the grounds for their poorness and subjugation and get down to discourse what they themselves can make about it without enabling action by the governments. Ecological instruction will non merely learn about authorization but will enable stakeholders to carry through their aspiration by assisting them to develop their full scope of abilities. By paying equal attending to emotional and rational development. instruction will learn the basic life accomplishments people need to set up individualities and turn as persons. By promoting creativeness. committedness and enterprise. it will fit stakeholders to take duty for themselves and their hereafter. and to avoid dependence on biodiversity without guaranting its sustainability through sound direction patterns. It will besides concentrate on relationships and learn what Harrison ( 1990. p203 ) calls the â€Å"work of human communicating of lovingness and nurturance. of be givening the personal bonds of the community† . It is envisaged that good organized instruction will besides heighten our ability to associate with each other. non merely on the degree of twenty-four hours to twenty-fo ur hours communicating accomplishment. but more significantly by admiting others individualities and rights to a resource. This instruction will originate a procedure of womb-to-tomb growing in consciousness and aspiration. An persons preparedness to take part in that procedure. at nevertheless lowly or rudimentary a degree. will be more of import than geting impressive makings. for as Paul Freire ( 1972 ) points out. we are all â€Å"unfinished† human existences with a committedness to better â€Å"unfinished† world. Without the chance to develop their possible. persons can non develop to the full in treatments and enterprises on which advancement to more sustainable development depends. Therefore. decently resourced and directed instruction will guarantee that all stakeholders become the donees of the attention. concern and accomplishments of others. DecisionIn a universe where the challenge of sustainable development is an imperative. instead than an option. we can non afford to suspend people from take parting by doing them experience failures. whether academic failures as a consequence of the stiff application of elitist criterions. or societal or personal failures as a consequence of unequal developments of both their demands and their possible. Therefore. I envisage that decently resourced and directed instruction aimed at promoting the development of sensitiveness. consciousness. critical thought. job resolution and active engagement in biodiversity preservation runs. will enable stakeholders non merely to go cognizant of the issues and be able to move on that consciousness. but will be equipped with the accomplishments required to lend efficaciously to the argument. They will larn to be after. organize. communicate with others. develop schemes and make confederations with an purpose of advancing sustainable development and guaranting biodiversity preservation.

Memorandums Essay Example | Topics and Well Written Essays - 2500 words

Memorandums - Essay Example Krahnke et al. (2003) suggest that the US workforce is quite complex not only linguistically but also culturally. Authors further state that in 2002, the California legislature enacted a bill that forbids the regulation of language in the workplaces unless business or safety requirements dictate it. Park (1994) argues quoting Barnaby Zall, a law expert that the Supreme Court has never called a language-related rule as national origin discrimination. Gibson K. (2006) emphasizes that there is no need to restrict the language use. As businesses accept the people in workplace with different ethnicity, race and religion; similarly, they should embrace other languages as well. 5. Though there have been diverse views on the subject but I still stick to the only-English rule at work places. The main reason is that it is necessary for cohesive and smooth functioning of the job at work places. In the US, most of the people have working knowledge of English while it cannot be said for any other language including Spanish. 6. The questions/troubling points for the Yes/No side are: a. What to do if non-English speaking people feel like discriminated if they are not allowed to speak in their language? b. What to do if English-speaking people feel they are being made mockery of as they cannot understand other language? References Krahnke, K., Hoffman, L., Krahnke, K. (2003). Managing Language Use in the Workplace. The Journal of Behavioral and Applied Management, 2003 – Vol. 4(1) Page 148. Retrieved September 26, 2011 from http://www.ibam.com/pubs/jbam/articles/vol4/article4_9.htm Park, R. (1994). Language in the Workplace. The Social Contract Press. Retrieved September 26, 2011 from http://www.thesocialcontract.com/artman2/publish/tsc0404/article_368.shtml Gibson K. (2006). English Only Court Cases Involving the U.S. Workplace: The Myths of Language Use and the Homogenization of Bilingual Workers’ Identities. Retrieved September 26, 2011 from http://www.hawaii. edu/sls/sls/wp content/uploads/2011/06/Gibson.pdf MEMORANDUM TO: Professor FROM: DATE: September 27, 2012 RE: Is Downsizing a Sound Strategic Initiative? PART A 1. My initial gut reaction that emerges after reading the issue is that downsizing is a sound strategic initiative. 2. ‘Yes side’ appears more persuasive to me. 3. The reaction to this has come to me after experiencing economic sluggishness post 2008 that has spread not only in the US but also Europe and other parts of the world. PART B 4. Cameron (1994) argues that downsizing is done for survival of the organization before it is too late to rectify the situation. The author also argues that objectives towards downsizing should be in line with the long term objectives of the organization. Hornstein (2009) argues that the results of downsizing are not in line with the expectations. Downsizing brings a negative effect on employee morale, leads to knowledge loss and disrupts skills gathered in past years. Author ci tes growing body of research to indicate that downsizing does not even help to reduce costs. Margolis and Molinsky (2009) argue that downsizing is a necessary evil and must be exercised with caution. They give stress on being compassionate and direct; however, it should be performed with respect and dignity. 5. Economic conditions in general and in a specific situation may force organization to resort to downsizing tactics for the survival. I still feel that it is an important strategic initiat

Business Policy and Strategic Management Research Paper - 1

Business Policy and Strategic Management - Research Paper Example If the mission statement of Starbucks is to be reviewed, it shows that the company follows a differentiation strategy where its basic aim is to produce a brand image within the eyes of its customer through the unique taste of coffee and the exclusivity of all its other products. Differentiation strategy is the opposite of the cost leadership strategy. Differentiation strategy makes the use of a firm’s core competencies to develop an innovative strategy so that a company is valued by its customer in a unique manner.2 Starbucks has done the same by building up an international model that will help the company to scale and grow in a profitable manner, the company’s uniqueness and value creation within the eyes of its customer has helped the company to pursue one of its long term strategies by opening up many stores around the globe and in 2010 the company strengthened its roots in China through this differentiation strategy and China is being considered as the 2nd largest market for Starbucks.

Investigation into Roles and Contracts of the Music Industry Essay Example for Free

Investigation into Roles and Contracts of the Music Industry Essay Scenario Your local paper has assigned you with a task to present them with information about the roles and contracts in the Music industry. Carry out an investigation that describes/explains/comments critically on the roles and contracts of one area of the Music Industry and deliver your results as a presentation to the class. Task 1: Using Publisher/ Word, you need to research, write and describe the contracts associated with an area of the Music Industry (Live Performance: e.g. artist’s responsibilities with a label, or a manager/agency’s responsibilities with an artist/performer) (P3) In order to gain a MERIT grade, in addition to the requirements of the PASS criteria, you will need to describe and explain the above by providing examples. (P1, P2, M1, M2) In order to gain a DISTINCTION grade, in addition to the PASS and MERIT criteria, you will need to describe, explain and comment critically the above by giving examples, drawing conclusions from experience and/or research (P1, P2, M1, M2, D1, D2) 2 Know the professional roles within a chosen area of the music industry Live performance: eg performer/artist, DJ, agent, promoter, venues and stage management, crew/ technicians, security, merchandise Record companies: eg AR, promotion, distribution and retail, merchandising Music publishing companies: eg publishing, copyright, sales, composer and artist development  Artist management: eg artists, songwriter/composer, manager Assessment Method: Class presentation. To include referencing

Reign of Fire :: Reign of Fire Essays

Reign of Fire Early this morning while rummaging through my sock drawer, I found the 32nd book of Proverbs, magically placed there by God, in a historical advent. This chapter proves the bible to be true, as it delivers divine prophecy about the movie Reign of Fire. God says "yo, yo, yo. What be goin down, ma fuckin' peeps?" (he's learning Ebonics, but not very good at it). Also, your great-grandmother ended up in hell. He just thought you'd like to know. 32 Health and sustaining abundance who can find? 2 These are worth far more than gold and jewels. They are missing in this time, after the 1st (who was the last) found the Earth, and the time of man was stunted, consumed in a Reign of Fire. 4 Through trials you have taught us much Oh Lord; Though you tease with many, in the end it was only one. 6 He who is American always has the bigger penis. The Dragon can flame millions but never the hero. 8 When hunting dragons, always bring a battle axe. The only movie worse than Triple X is Nothing But Trouble. 10Now more than ever the world needs an endless supply of Flamethrowers He who is not American sometimes has the bigger penis.(a)* 12 If you can eat ashes, you can fart females.(b)** No movie is worse than Triple X.(c)*** 14Also the age old question is answered: Can we make a really sentimental and tired action movie *without* a major love angle? Indeed, it is done. Accomplishment to humanity it is, that so much can go into making so little. v11 (a)* - While appearing to be a contradiction of verse 6, it actually isn't. Verse 11 can still be true if there is no American around. Infact, Verse 11 must be true as in any situation where no American is around, then "he who is not American" will necessarily have the bigger penis. So, the next time a skeptic approaches you with this "contradiction", tell him or her to kindly eat a dick. v12 (b)** - On the surface, this seems to be meaningless nonsense which has nothing to do with reality. But obviously alot of people believe this shit, so that cannot be the case. In fact, this verse actually has logical evidence to support it. The first dragon was the only male, and originally the only one around.

Recruitment, Selection, Performance Appraisal Essay

Recruitment Finding the right people for the job is one challenge all managers and organizations share. While managers may have the ability to redesign or adjust jobs to fit the available people, the usual challenge is the reverse. Thus, a first important step in the recruitment, selection, and placement process is undertaking a job analysis. This helps ensure you know what the employee must know and do (job requirements) and under what circumstances. There are several common mistakes one can make in the recruitment phase, including: †¢Restricting the pool of qualified candidates by using a poor search strategy and/or approach. An example is exclusive reliance on either internal or external recruitment no matter the position or available candidates. Another is failing to include a good array of sources to ensure a strong â€Å"talent pool.† †¢Writing a position description that does not match the job. This happens most frequently when there has been no careful analysis of the job and/or when there is no second level review of the analysis to help ensure accuracy. †¢Writing position postings/advertisements that are overly broad or are inappropriately restrictive. An example is when everything in a posting is â€Å"preferred† or everything is â€Å"required.† For those who are hiring managers the issue of whether to recruit/promote from within (internal recruiting) will likely be a familiar one. There are numerous advantages, including development of â€Å"career ladders† that help with employee retention. Simply put, a career ladder is one that plans and enables advancement up the levels of an organization. Internal recruiting can also help organizations preserve and protect critical knowledge, values, and practices. Transitions can be smoother, with less negative impact on productivity. Look more:  recruitment and selection process essay One thing organizations can and should do when wishing to leverage internal talent is to inventory the knowledge, skills, experiences, interests, and abilities of their employees. When the organization has the needed financial and technology resources, these can captured electronically in a knowledge management or human resource information system (HRIS). Performance appraisals, when done well, can also prove rich and useful sources of information about employee  interests and potential. An exclusive reliance on internal recruiting has its potential disadvantages. One is that there may be no one in the organization who has the knowledge and skills for either new initiatives or those where there is no room for downtime or training. Another is that it may be difficult for the organization to refresh its talent pool and learn by recruiting those with diverse knowledge, experiences, abilities, and perspectives. Selection Selecting the best candidate for a position is both a critical management function and one that can be difficult. It is useful to begin by recognizing that there is no failsafe method of ensuring the right choice is made. Mistakes happen regularly and the consequences for all parties can be enormous. As Bohlander & Snell (2009, p. 254) report the average cost of a mismatch has been estimated at anywhere from $20,000 to $100,000 for intermediate and senior positions. This is just the financial cost and does not consider the frequent emotional and even physical distress bad hiring decisions can have on the candidate, other employees, an organization and manager’s reputation, and beyond. As discussed in the section above, an important first step is to conduct a careful job analysis that provides as much information about what knowledge, skills, abilities, experiences, preferences, etc. will lead to success. Ensuring a good match between important organizational and candidate values is also a critical and sometimes forgotten factor. To illustrate this point, it is useful to envisage a candidate who is seeking an improved quality and balance in his/her personal life walking into an organization with â€Å"Whatever it takes!† posted strategically on the potential supervisor’s door. Cascio (2010) offers a good summary and discussion of the importance of ensuring reliability and validity of the information obtained during the selection and staffing process (see Chapter 7). The goal is to work to ensure sound and consistent judgments/results no matter the people, time, and/or tools used in the selection process. The risk in failing to attend to these concerns is not only a poor selection decision but also a possible legal challenge. You will find the overview on staffing and selection methods (Cascio, Chapter 7) and tools interesting and useful when preparing your week 5 assignm ent. Those who work for small firms might be surprised by the  array of tools and tests in current use. Some, like graphology (Cascio, p. 247), are not generally accepted by U.S. academic experts and others present sufficient problems (eg., polygraphs) they are either not used widely or are not viewed as reliable sources of information (eg., reference checks). Interviews remain an important selection method, with those that use a structured process viewed as most effective and appropriate. Those wanting a smile during your research and writing process should read the â€Å"Top Five Biggest Mistakes Candidates Make During Job Interviews.† And, of course, everyone will want to be sure to avoid illegal questions when conducting employment interviews. This resource serves as a useful reminder of what to avoid: http://employment.findlaw.com/employment/employment-employee-hiring/employment-employee-hiring-overview.html Employee Performance Appraisal Just these words can send a shiver down many if not most people’s spines! Even in modern organizations with well trained and resourced managers, it is safe to say that a large percentage do not like this part of their job and/or feel they do it poorly (on this, see Cascio citing Grensing-Pophal (2001) and Sandberg (2007)). One sad thing about this is that assessment and feedback are so important for improved performance and, ultimately, for creating a workplace where people want to be. Another is that so much is known about what to do and to avoid but this information does not seem to have found its way in a systematic or consumable format into the hands of practicing managers. Cascio provides a summary of what is known from the study of this subject and you can find much more in professional and scholarly management journals in the UMUC electronic databases. Of the numerous things to remember when evaluating the performance of an employee, three are critically important: â₠¬ ¢Evaluate only what is required to do the job †¢Ensure the employee has a written copy of expectations and standards at the beginning of the period when performance will be reviewed †¢Use observable and measurable standards – rely on evidence-based assessment AND maintain records (document †¦ document †¦ document!) (Bohlander & Snell, 2010, p.  369). Time is a frequent enemy of effective performance appraisals. There never seems to be enough of it to plan, prepare, meet, review, write, discuss, and follow up. Thus, it is common to cut corners. An example is waiting until the end of an evaluation cycle to discuss performance for the entire year. Sometimes that discussion never even happens and the entire process is handled as a paper/e-mail transaction. Imagine the message this sends to employees about their relative importance to the organization! Yet most of us who have been managers have probably both had this done to us and do it to others. Also often related to time shortages, managers and employees find themselves at the end of a review cycle with no concrete documentation to support their views. The potential for reliance on recent or certain events is great in such circumstances and this can result in unfair and/or inequitable reviews. Avoiding behavior is also quite common. Surprises are the consequence. Conflict, whether direct or indirect, is likely. A recommended standard is that there should be no surprises in a performance review discussion or document. Sometimes, this happens when those being evaluated are not good listeners but in many more cases, managers have not invested the time needed to plan for and then communicate expectations or provide timely feedback. Depending upon the method and process used, concerns about ensuring fairness and equity can occur and can serve as constraints on a good evaluation process and outcome. Imposed rating quotas and caps can cause this to happen, especially when they are either not known or are announced at the end of an evaluation period. As you systematically and critically analyze your performance assessment systems this week, you will find it useful to review carefully the information Cascio and other sources you find provide, being sure to objectively consider both strengths and possible limitations of the available alternatives. As you will see, there are no prescribed rules about who should be involved in the evaluation process and there is no single method that works for all organizations. People often think a 360-degree appraisal is optimal. If the organization and people are well prepared such a system can be great. If not, it can be, and often has been, a disaster. Speaking of which, there are numerous sources of potential error when conducting an appraisal. Cascio discusses some of them (halo error, contrast error, recency error) (pp. 356 – 357). If you have worked for a while in  different organizations it is quite likely you will have observed some of these in practice. They are both common and often difficult to avoid. Training, increased awareness, and self-management are important in avoiding and/or limiting the possible negative consequences of these rating errors. As Cascio writes, performance appraisal systems MUST have these characteristics: relevance, sensitivity, and reliability and SHOULD also be acceptable and practical (p. 335). A review of this discussion is strongly recommended. In my experience many systems fail on all counts. People are evaluated on factors not directly relevant to their success or that of the organization. It is difficult to differentiate between and among employees using the system and as a result everyone gets rated about the same. Different raters evaluating the same person and behavior arrive at different conclusions and the view of those more senior often prevails. Managers don’t really accept the system. And, finally, the system is so onerous everyone waits until the last possible minute to do this task hoping it will somehow make it more bearable. The three major types of performance assessment used in most organizations are those that focus on the following factors: a) Individual characteristics or traits b) Behaviors c) Results As Cascio explains, there are several methods that organizations and their managers use. You should discover the one that is the closest fit to the method used in your own organization. It is important to recognize that each method has advantages and disadvantages. While organizations may design and employ a hybrid, it is likely behaviors or results will be relatively more important when evaluating performance and determining consequences. It is common to hear arguments in favor of a results-based approach. There are, however, some essential preconditions for this to work. One is an understanding that this does not mean â€Å"results at any cost.† Another is to find a way to recognize those who may have a difficult time demonstrating how what they do on a daily basis contributes directly to organizational goals. This concern applies especially to those at lower levels in an organizational hierarchy. To summarize, designing and conducting effective performance appraisals is something all managers have to do, whether using a  formal or informal method. There are available alternatives and each has its pros and cons. The secrets to success are relatively simple: †¢Begin by establishing a common understanding of what is required to do the job. †¢Establish and carefully communicate expectations and standards for performance. †¢Set performance goals and milestones and monitor and discuss progress throughout the year. †¢Maintain good records.  Ã¢â‚¬ ¢Avoid surprises.   Ã¢â‚¬ ¢Set aside sufficient time to plan and focus on each employee when meeting to discuss performance. †¢Treat employees with respect and remember to engage them in the process and recognize both accomplishments and areas needing improvement. †¢Use appraisal as an opportunity to examine and explore opportunities for future growth and development. †¢In other words, focus primarily on what will happen rather than what has happened. For those who are interested, this is a video that demonstrates what NOT to do during a performance review meeting: http://polaris.umuc.edu/cvu/amba602/home.html And here is one of several examples from the Web of a well organized and implemented appraisal meeting: ________________________________________ References Bohlander, G., & Snell, S. ( 2010). Managing human resources. Mason, OH: South-Western Cengage Learning. Cascio, W. (2010). Managing human resources: Productivity, quality of work life, profits. NY: McGraw-Hill Irwin. Written by: Christina A. Hannah, Ph.D.

Why CO2 Isnt an Organic Compound

If organic chemistry is the study of carbon, then why isnt carbon dioxide considered to be an organic compound? The answer is because organic molecules dont just contain carbon. They contain hydrocarbons or carbon bonded to hydrogen. The C-H bond has lower bond energy than the carbon-oxygen bond in carbon dioxide, making carbon dioxide  (CO2) more stable/less reactive than the typical organic compound. So, when youre determining whether a carbon compound is organic or not, look to see whether it contains hydrogen in addition to carbon and whether the carbon is bonded to the hydrogen. Past Methods of Distinguishing Between Organic and Inorganic Although carbon dioxide contains carbon and has covalent bonds, it also fails the older test for whether or not a compound could be considered organic: Could a compound be produced from inorganic sources? Carbon dioxide occurs naturally from processes that are definitely not organic. It is released from volcanoes, minerals, and other inanimate sources. This definition of organic fell apart when chemists started to synthesize organic compounds from inorganic sources. For example, Wohler made urea (an organic) from ammonium chloride and potassium cyanate. In the case of carbon dioxide, yes, living organisms produce it, but so do many other natural processes. Thus, it was classified as inorganic. Other Examples of Inorganic Carbon Molecules Carbon dioxide isnt the only compound that contains carbon but isnt organic. Other examples include carbon monoxide (CO), sodium bicarbonate, iron cyanide complexes, and carbon tetrachloride. As you might expect, elemental carbon isnt organic either. Amorphous carbon, buckminsterfullerene, graphite, and diamond are all inorganic.