Effect Of Temperature essays

Effect Of Temperature essays Effect Of Temperature On The Rate Of A Reaction Between Hydrochloric Acid And Calcium Carbonate I am going to investigate the effect of temperature on the rate of a reaction between dilute hydrochloric acid and calcium carbonate. I will do this by heating dilute acid to a certain temperature and put a marble chip into the acid. I will then record the time it takes for the reaction to produce 30 ml of gas. Then I will repeat this process, keeping the concentration of the acid and surface area of the chip the same, only changing the temperature of the acid. Next I will repeat the experiment at 4 different temperatures and will take four sets of results and will also work out an average. The factors that effect the rate of reaction between hydrochloric acid and calcium carbonate are, the concentration of the dilute hydrochloric acid, the surface area of the marble chip and the temperature. I 20X Bung X Flask Xwill be investigating the effect of temperature. Apparatus X 20 ml of hydrochloric acid (40 ml of dilute hydrochloric acid). Xml of water X Stopwatch X Measuring cylinder X Clamp and stand X Trough X Water XTube WeighingX Marble chips X Gauze X Goggles X Thermometer X Tripod XBunsen burner scales Method To start my investigation I will first set up my apparatus (above) and then choose one 0.60g chip of calcium carbonate. I will choose the same weight of chip for every set of results. I will then pour 40 ml of dilute hydrochloric acid into the flask (20 ml water, 20 ml hydrochloric acid), fill the trough to 3 quarters full of water and also fill the measuring cylinder to 3 quarters full of water. Next I will heat the flask of acid to a certain temperature as I am investigating the effect of temperature on a reaction. Once the dilute acid is at the desired temperature I will put the calcium carbonate chi ...

Why Are We So Concerned With Our Image Essay Example

Why Are We So Concerned With Our Image Essay Example Why Are We So Concerned With Our Image Essay Why Are We So Concerned With Our Image Essay We are subsequently concerned with our image and the manner others, around us perceive us. We strive, everyday to shine within a multitude of stars and to be fully appreciated by our friends, family and associates. We put on a show, each day according to the way we aspire others to view us, as individual people, who stand out and deserve an encore on our own, personal stages.Our world is a stage, our life is a drama, perfectly played out in our roles, and we are the actors, performing.   Each and every one of us, share similar aspirations in life and yearn for each one of our presentations to be ideal in order to achieve our goals.   Our personal stage must be precisely set and the audiences’ reaction or perception of our acting abilities will be demonstrated through their feedback.During one’s lifetime, a presentation on stage is not always what we anticipate, an event in which Erving Goffman referred to as a â€Å"dramaturgical analysis†.Our social life all ows for more than one role to played, for example, being a student, daughter, or lover, requires different presentations.   As Goffman mentions in his book â€Å"The Presentation of Self in Everyday life: Selections.† In our show, we offer an impression to the audience through verbal and body language, and the interaction we communicate to others, relays how we perceive ourselves.   Goffman views the world as micro sociology; social interactions, and according to Henslin, it is face to face interaction demonstrating how people react and behave when they come together and demonstrates how they get along and survive.First impressions are incredibly important since they may affect how others regard us as individuals, while they build our confidence and heighten our reputation as award winning. According to Henslin, â€Å"When you first meet someone, you cannot help but notice certain features, especially the person’s sex, race, age and clothing†. We develop oth er impressions through vision and   by listening to the character. You may possibly hear someone’s name or all about their story before you actually meet them and perhaps you have already developed a pre-developed image of that person.When you are first introduced to a person, important factors furnish us with a cause to imagine and possess assumptions regarding that individual, therefore, regardless of their true character or personality, your assumptions have already shaped your first impression. This is an important explanation of why people are so concern in relation to their image, since all factors have persuasive influence on a person’s social life.The scene displayed when Mary Harron first met with Andy Warhol, is one demonstration of a first impression of an individual. (Harron, 1980) In the article â€Å"Pop Art/ Art Pop: The Warhol Connection,† before Harron actually met with Andy Warhol, she had previously heard numerous stories in relation to Warh ol, and she had already develop a vivid impression of Warhol, consequently, there was little shock about his overall appearance and personality and she was only surprised about Warhol‘s age.Pop art was a subject that came to mind when one imagined Warhol, so his age was never a consideration.Henslin mentions in his book titled â€Å"Essential of Sociology†, (Henslin, 2004) that â€Å"We possess ideas on how we want others to judge us, and we use our character roles in everyday life to communicate these ideas. Goffman referred to these efforts which manage the impressions that others receive from us, as â€Å"impression management†.   Goffman also considered impression management as a way to control our performance as we perform in a certain manner; one that an audience expects from us so they may be guided against an unexpected and unfamiliar scene.I play the role of a daughter, for my parents and my attitude is always respectful and polite since this is how I want to present myself to them.According to lecture notes on micro sociology, Professor Steve discusses the Goffman’s Theory where he explains that â€Å"We are all trying to present an idealized vision of ourselves while trying to hide our very real problems or shortcomings†.   We consistently   want to offer a good impression by acting out what we think others want, so we continually perform our roles according to what the audience wants to see, and the advantage is that we will gain an excellent   reputation if we do meet their expectations but if we fail to meet those expectations, we fail while performing that role.Goffman looks at our daily life as a performance played out on a big stage and as actors performing for our audience; we must remember that what we perform will be our major â€Å"appearance.† Goffman also articulates that â€Å"It is an appearance on the front stage,† which also implies that there is an aspect of our personalities that yet remains on the back stage but front stage is what Goffman is concerned with thus our performance for others will be routinely acknowledged by society. As Speakers in our school clubs and dinners, we are considered actors in a front stage performance.According to an article â€Å"The Presentation of Self in Everyday Life: Selections† by Goffman, he refers to our performances as â€Å"All the activity of an individual which occurs during a period, marked by continuous presence before a particular set of observers and has some influence on our observers.†Ã‚   He also mentions that there are various elements in our appearances. The stage setting includes our physical layout while the background supports our stage. The setting will allow the audience to follow our performance, while the appearance and our method basically describes our social status and the role we play will demonstrate to the audience the level of our educational background and enlighten them whet her we are involved in social activities or if we are aggressive actors, displaying us as great leaders in our performance.In â€Å"The Presentation of Self in Everyday Life: Selection†, Goffman divided the front stage into two parts; we â€Å"give† and â€Å"give off†.   The give involves verbal symbols which he utilized to convey the information in helping the performer and audience to engage in the performance, while the â€Å"give off† includes a wide range of action performances in which the audience may consider feeling sympathy for the actor.Since there is a front stage, there must also be a back stage, where we relax and showcase our full identities without being concerned with how others perceive us.According to the lecture notes by Professor Steve, most of our time is spent performing on front stage, which means wearing costumes and dressing up, however, our back stage performance is a place where we hide our true problems, since everyone does have a secret about themselves. A person may have a drinking problem, gambling or some illegal activity that they wish to keep private. They may try to hide   pieces of their life and during their performance, they may give a different impression to others about who they really are. Goffman offers that we have to conceal the process in order to make our stage performance.   If Goffman is correct in his theory, then we all are exceptional actors who deserve to win Oscars!As Goffman pointed out in his article (Goffman, 1959) â€Å"The Presentation of Self in Everyday Life: Selection†, â€Å"In order to get the setting right for the performance, manner calculating is also important,† which means that good designs should be a big part of the setting and like Mary Harron, Goffman shares her ideas of first impressions, as in her online article â€Å"Pop Art/ Art Pop†, she mentions that one of the reasons that Andy Warhol became a famous pop artist was due to the fact that he respectfully, knew how to calculate and manipulate the media.Warhol has displayed a man who had respect for money, fame and power.   He is a famous artist, who within his social connections is incredibly large, therefore, Harron made the connection that it is not only Warhol who became famous but the people around him; his friends and coworkers became famous, as well.   All famous people have one thing in common; they have more stages to perform on than an average individual, while one stage is for the media and the public, the other stages are held out for their friends and family.â€Å"Movies, radio and TV have changed the nature of fame†, Mary Harron explains that Andy Warhol used this type of communication to build the idea of Pop Art and today, in our society because Andy Warhol is a symbol of pop, and plays the achievement role in his performances and Pop Art is a standard that people and society determine on their own.Warhol built up an idealization of society as he heightened their expectations by expressing his wealth and power.   Goffman also agrees that material possessions are expressed as one of the most important parts of social class as a status symbol.According to our lecture notes, Goffman believes that each of us possess secrets and display our freakiness in some fashion and if we behave in an anticipated manner or perform differently than what others expect, they may feel that we are behaving irrationally, so there is the chance that you could be considered less desirable as a human being.The movie â€Å"Boy’s Don’t Cry† was inspired by a true story by Brandon Teena who has a sexual identity crisis, since she was born with a female’s body but thinks like a male. She cut her hair and taped down her breasts which made her look like a man; her way of setting her stage for her own performance; one that began when she arrived in Nebraska.   The new audience had no idea that she was a female. When Brandon Teena falls in love with Lana and becomes one of Lana’s friends, performing as a young male, she offered a grand performance. Garfinkel offered that she â€Å"Engaged in activities that made her appear to be something she wasn‘t.†Ã‚   The movie is not only about Brandon’s performance but about the environment that supports her status. Garfinkel also believes that we have to manage our own identities through hard work, achievement and accomplishment.There was nothing wrong with Brandon Teena as a person but she was not accepted and marginalized by the society, so she failed in her performance and end up murdered by Lana’s friendsI do believe that our society is changing because bisexuals are becoming more common and people tend to treat bisexuality as normal and in the movie â€Å"Boy’s Don’t Cry,† (Peirce, 1999) we understand how important and effective a front stage and back stage performance can be as we all want to find a spot in society where we can belong.In a personal experience of my own, I was studying aboard in England. When I first arrived at the school, I behaved as a quiet and shy stranger because I didn’t know anything about the people, in England. I didn’t want to offer a performance, until I know more about them..   When I was approached for conversation, I changed my performance by offering an outgoing person, who did want to talk and be socially interactive, in order to make friends.Sometimes, I am nice to people that I don’t like and I play that role. Goffman refers to this behavior as playing different roles, while others call it being two-faced, but the more I think about it, I understand that everyone might have more than two faces on their stage in life.There are many instances during my life performances, where I will be forced to make alterations but I will continue performing, offering an award winning performance!

Evalution Essay Example | Topics and Well Written Essays - 750 words

Evalution - Essay Example The Company’s aim is to produce the most qualified staff in the courier services that ensure that effectiveness and efficiency are maintained in our process, structures and outcomes. As competition grows higher; the need for quality service delivery in courier services remains a challenge, hence well trained personnel becomes necessary in our policies (Donald, 2009). Our measurements were based on three basic evaluation tools; that is, sensitivity, reliability and validity. Reliability is the capacity of a measurement system to give consistent result when applied several times. This is vital in determining whether the measurement method can achieve the required purpose (Donald, 2009). Sensitivity on the other hand is the ability of the applied technique to identify changes in the program. Finally, validity is the extent to which a technique measures what it is required. These measurement tools are vital in ensuring that the result needed in the program are accurate and free from deviation (Owen, 2007). To draw concise training evaluation program for the Mach Speed, it should be known that our goal was to produce excellent courier service providers in the market. This follows in line with several objectives we drew to achieve better program results. Our first method in evaluation was collecting data (Astd, 2008). Using the trainee assessment forms, shown by the sample, the people who carried the evaluation were able to calculate the results using the rubric table shown in the appendix. Each category of score was evaluated against the marks scored (Marrow, 2010). A percentage score is then drawn for every form on each evaluation element, and then their averages are taken. This could tell the planers where the short falls occurred and the best method of tackling the issue to solve the problem, and to attain an efficient training mode. The planner will gauge from these score whether the training succeed or failed (Astd,

Norway-Promotion Term Paper Example | Topics and Well Written Essays - 500 words

Norway-Promotion - Term Paper Example market for ARIO Wristband comprises of young consumers, therefore, it is important for the company to adopt promotional strategies that are attractive to them. The company has to consider a promotion media mix in order to reach its targeted audience. The company will use different promotional tools and mediums including social media websites, print magazines, business directories, and social events for delivering its messages to the its target market audience and general public. One of the key tools that the company can use for promoting its products is social media. In the recent years, social media networks such as Facebook, Twitter, etc. have emerged as new forums for businesses to market and promote their products (SkarÃ… ¾auskienà ©, Tamosià »naità ¨ and Ã… ½alà ©nienà ©). It has been observed that young consumers spend a significant proportion of their time on social media websites including blogging, social networking, and content sharing websites, and their acceptance of brands is positively related to the peer pressure on social networks. The company will develop informational promotional messages that are easily accessible and understandable for the younger audience (Muk). ARIO Wristband will place advertisements of different sizes on a regular basis in various printed magazines in Norway. These fashion magazines include SMUG, Vixen, SOMA, etc. The underlying aim of such advertisement include introduction of the brand and its products, updates about new designs, and developing fashion sense for wristbands. Participation in social events and promotion of brands is another useful tactic that ARIO Wristband will adopt. ARIO Wristband will seek entry in different fashion events such as Oslo Fashion Week, Norwegian Fashion Hub, Designerkollektivet, etc. Moreover, the company will carry different promotional activities at its outlet and also in different shopping arcades in Oslo including Byporten Shopping, Oslo City Shopping Center, etc. to attract young consumers.

Human Evolution Assignment Example | Topics and Well Written Essays - 250 words

Human Evolution - Assignment Example This study outlines that human evolution took many years in the process. There are many stages which evolution undergone and indeed human being has come from chimpanzee like creatures to Apes which also entails many stages and finally to the upright being. Archeologists have taken a lot of their time on this as they do research on the existence of fossils and whether the human beings originated from those artifacts. Charles Darwin in His book Human Evolution depicts the non-existence of God. He argues that there was no creation done by God as most religions believe. As the paper highlights the taxonomic status of Mystery Skull #1 is Neandertals which first existed in early years of evolution and are coded this name because of their characteristics such as edge-shaped jaws, long elongated forehead, much wider nasal openings and very well-developed crest. The taxonomic status of Mystery Skull # 2 is Anatomically modern Homo sapiens have smaller faces and mandibles, thinner bones and more vertical foreheads, and taller with an indices of a larger Porion.

The HR Consultant Essay Example for Free

The HR Consultant Essay Introduction Texas Roadhouse is a chain restaurant throughout the United States. There are approximately 340 locations in over 46 states, and they are quickly expanding. Its menu specializes in steaks and ribs, as well as adding a western atmosphere for guests to enjoy. In the restaurant business, there are many different positions held by a variety of different people. There are cooks, dish washers, bus boys, hostesses, bartenders, servers, and also nightly management. On average each night, there are approximately 19 servers, 6 bus boys, 6 hostesses, 3 bartenders, and large amount of kitchen staff. All of these different positions are crucial in the nightly success of the company. Without any of these positions, the restaurant would not be able to run as smoothly. Objectives of The study In this report we are trying to find out the way to increase efficiency and effectiveness of the restaurant using five models:- 1) Self-Efficacy Model 2) LMX Model 3) Job Characteristics Model 4) Goal Setting Model Strategic Mapping Using Models Self-Efficacy Model The term self-efficacy is used to describe an individual’s perception of how competent they find themselves and their abilities to achieve complex tasks. People with strong self-efficacy are more likely to accept more responsibility and accept more challenging tasks. They also believe that no obstacles can get in the way from stopping them achieve their goals. Individuals with low self-efficacy are more apt to looking as difficult tasks as intimidating and do not believe they that are capable of achieving personal success. Overall, self-efficacy plays an important role in influencing the tasks that people perform and how well they perform them. The most important factor that is impacting through self-efficacy is persistence. This is found important because the higher the person perceives themselves on the scale, the more persistent that they will be with performing a complex task. Analysis and Recommendations as per Self Efficacy model Self-efficacy is something that is important in any organization. However, it is important at Texas Roadhouse to hire individuals who have a High level of self-efficacy so that employee perceives themselves capable of achieving many complex tasks. This could prove to be an issue within the organization because individuals could become bored or feel not challenged by the tasks designated in their position, which could lead to frustration for the employees and employer. Hence, Challenging tasks should be given to such individuals. 1) The individuals with moderate level of self-efficacy provides opportunity for the organization to designate tasks to that are challenging but also still attainable. It is good to hire large no. of employees in this category. There were three individuals who scored close to the lower end of the self-efficacy scale. 2) The individuals with low self-efficacy can pose a problem for Texas Roadhouse as they might hinder the productivity and success of the organization. Hence, in order to ensure more confident and driven individuals, Texas Roadhouse could moderately delegate more difficult tasks to these individuals in order to boost their confidence and the way they perceive themselves. Also, they could provide more positive feedback in their jobs and reinforce that the individual is doing well at their job. 2) Leader-Member Exchange The leader-member exchange (LMX) is a model that suggests that leaders develop different relationships with each of their subordinates through a series of work-related transactions. There are two important groups to consider that a subordinate may fall under depending on which phase they fit into. The in group is defined as a low number of subordinates with high LMX relationships. The second group is known as the out group in which the number of subordinates is large and contains relatively low level LMX relationships. Employees who find themselves in the out-group are likely to face high job turnover. This should be important to all management because high turnover is a very large investment for the organization. The level of LMX has a significant relationship to subordinates satisfaction with their manager. Employees with low-quality LMX are more likely to become dissatisfied, less motivated, and more prone to quitting. Whereas employees with high level LMX are likely to be satisfied with their work, more motivated, and committed to staying and contributing to the organization. LMX has three critical components which are mutual affection, contribution to work activities, and professional respect. When a subordinate has high mutual affection for a superior, the subordinate likes the superior as a person and will often come to the superior’s defense if attacked. High contribution to work activities comes into play when a subordinate goes above and beyond their job description to help the superior out. High Professional Respect is when the superior admires the subordinate’s knowledge and competence of the job. Analysis and Recommendation as per LMX 1) The Texas Roadhouse management does take steps to increase the mutual affection score of its staff else they will likely to enter the realm of the out group which could potentially lead to the employee leaving the organization because Why stay at an organization if you’re not happy with your manager? 2) One way management can increase the mutual affection is to take a more active role and listen to the complaints of the employees and to take the time to establish supportive and trusting relationships with the employees. 3) Another suggestion might be to engage the staff in team building activities and icebreakers. We can conclude that the superiors and managers of Texas Roadhouse are not providing proper support to their staff and needs to make a drastic change soon because the organization as a whole could be affected. 4) Some possible solutions include taking the time to reassess what kind of support is needed for staff. One way to do this is anonymous comment cards. Have all the employees fill out comment cards anonymously and identify specific instances where an employee failed to receive support. This must be down anonymously by the employer because the employee might be unwilling to respond for fear of termination. 5) The manager may have a tendency to interact with other employees in an unprofessional manner. The manager can decrease this perception by keeping to policy or by adjusting his/her interactions in front of employees. 6) Management needs to do a better job of developing better relationships with its employees. Some improvement strategies include the use of assertive communication, appropriate communication openness, and constructive feedback with all of the subordinates. Job Characteristics Model The job characteristics model has to do with the idea of increasing the amounts of five job characteristics: skill variety, task identity, task significance, autonomy and feedback in a job. Skill variety can be defined as the degree to which a job requires an assortment of skills in order for an employee to carry out the task at hand. Task identity is the extent to which a job requires an employee to complete a task from beginning to end with a visible, tangible outcome. Task significance is the extent to which an employee perceives the job as having an impact on the lives of other individuals, if it makes a difference in society, within or outside of the organization. Autonomy is the level to which a job provides empowerment and discretion to an employee by choosing their own way to complete and schedule a task. Job feedback is the clear information about how effective an employee’s performance is. The different levels of these five job characteristics affect three important psychological states. The first, to experience meaningfulness of the tasks performed, second, to experience personal responsibility for results of the task at hand, and last is the knowledge of the results of task performance. If all three psychological states are positive, strong work motivation based on self-generated rewards is triggered. If they are in the negative zone, meaning the job is not meaningful, lacks responsibility or feedback, the job is incomplete, which does not strongly motivate an employee. This model can be related to Texas Roadhouse since it looks into how well an employee has the opportunity to be motivated to work in the restaurant. It highlights the areas that need work in the restaurant and what the employees enjoy or dislike about working there. It also demonstrates which employees are content with working there for a while and which view it as a stepping stone towards another opp ortunity that has not yet befallen upon them. Analysis and Recommendations as per Job Characteristic Model 1) The model demonstrates a need for change in the structure of Texas Roadhouse in order to increase their employee’s motivation to continue their work there. Generally, there are two main approaches recommended to superiors for designing/redesigning jobs which are vertical loading and the formation of natural work teams. Vertical loading is when tasks that were considered reserved for management level staff are delegated to all employees. It includes the power to set schedules, decide work methods, breaks, and seek solutions to their own problems. Natural work teams combines individual jobs into a unit which are logical and meaningful including geographic location, types of business, organizational, alphabetical or numerical, customer groups. If Texas Roadhouse implemented vertical loading into their structure and gave their employees the opportunity to decide their own breaks and more flexible schedules, it could aid in their desire to maintain their positions at the restaurant. Most of the employees are pretty satisfied with the way things are run at Texas Roadhouse, however, according to the data, one of the biggest issues the employees have with Texas Roadhouse is the lack of variety, out of twenty surveys; eleven scored less than a four on the scale. The employees also feel that they do not have the opportunity to see projects through to completion which affects their task identity characteristic. This can be fixed with a simple solution, which is to allow employees to complete a task before assigning them another. Goal Setting Model Goal setting is a very integral part of any job. Whether you are attempting to better yourself or complete a project, setting goals is one of the most helpful tools to assist you throughout the process. Goal setting can definitely help a business such as Texas Roadhouse in raising their standards for employees which will end up helping the bottom line. The goal setting model that we used for our survey seems to have a big impact on job performance. According to the model, if employees felt good about the goals they set, they were better at their jobs. Five essential pieces must come together in order for the managers to gain benefits of a goal setting program. The first piece is that the person must be knowledgeable about the topic of the specified goal and have the sufficient capacity to attain the goal. The second step is that the person must be committed to the goal, especially if the goal is difficult. The third step is that people need feedback on their goals. According to the text, employees will raise their performance because they are afraid they will have past performance. The forth step is that complex tasks must be broken up into simpler more short term goals so that the goals can be attained. It is stated in the text that employees are more responsive when they know about their progress. The fifth and final piece is to have a situation constraint. One of the most important aspects of a leader is to ensure that employees have the resources to attain their goals and to help eliminate any troubles that may lie in the way. Now to discuss some of the benefits that goal setting can have on performance. One of the consequences of goal setting is that it motivates individuals to achieve high performance. Some of the benefits stem from developing difficult goals. When it comes to Texas Roadhouse, such goal setting can be setting goals for a certain dollar amount each table waited on per person. The benefits can be such as encouraging people to develop action plans to reach a goal, focusing people’s attention on goal-relevant action, and encouraging people to develop action plans to reach these goals. Having such goal setting systems in place, you will have to be able to adequately reward your employees. Such reward systems could be like the high-performance work system which is used to describe a well-established method of motivation with new technology that links pay and performance. This isn’t very easy to do, especially when considering the many factors. Such factors could ask questions such as, do you reward individually or as a team. Analysis and Recommendation as per Goal Setting Model Going through a few of the steps that go into goal setting and based on the results provided from the study, we have developed some recommendations for the restaurant. The first recommendation is to put groups of waiters and hostesses into teams in order to create an atmosphere of meritocracy. When there are teams, it’s easier to have tasks done and team members will have the mentality of â€Å"if I scratch your back you scratch mine.† Going along with more of the recommendations through the analysis of the process of effective goal setting, a proper high performance work reward system must be put into place in order to motivate employees. Our recommendation for the work reward system is a system that rewards waitresses on the amount of money per person that they serve. So for example if a team earns on average $15 per customer and another team earns $20 per customer, we reward the team with the $20 per customer with a bonus on top of their normal tips. To further develop their goals, we can get input for the teams on how they would like to improve the model because it is stated that the more input the employees feel like they are giving, the more they would buy into the program. To improve on that, we would also make the goals a little bit more challenging. For example we could expect a higher dollar amount per customer over last month. For example a ten percent increase could be viable. The last of our recommendations is to give each employee a step by step plan on how to achieve their goals and to give them a monthly review. These recommendations would help Texas Roadhouse by improving their trust between one another, their individual and team goals by giving them more input which leads to more buy-in and lastly, it helps them raise their revenue by setting higher goals for each customer. Works Cited Bernardin, H. John, Joyce E. A. Russell. Human Resource Management: An Experiential Approach. McGraw-Hill Irwin, 2013.

History, Theory, and Applications of Capacitors :: capacitor electronics

Static electricity was discovered in 600 B.C., but it was not until the mid 1700's when energy storage properties were discovered. 'With the discovery of the first Leyden jar, it was referred to as a condenser because electricity was thought of as a fluid which could condense. The Lehden jar is a glass partially filled with water that has a wire inserted through the top of an insulating stopper (cork). When the wire is charged by static electricity, it holds the charge until the wire comes into contact with a conductor which will discharge the glass. It was roughly one hundred years later when Michael Faraday discovered a variable capacitor. He did this by measuring the varying capacitance of different dielectrics on capacitor.'(4) When the first aluminum capacitor was discovered, some thirty years after Faraday's work, the SI unit used measuring capacitance was named a farad (F) in his honor. 1F = 1 C / V In words: one Farad is equal to one Coulomb per Volt Since the farad is a large unit of capacitance, most capacitors have units of picofarads (pF) or nanofarads (nF). To this day only one type of capacitor has the ability to store enough energy to warrant measurements using a farad as the standard unit, and this is the super capacitor. A capacitor consists of two conducting surfaces separated by an insulator (dielectric). The value of capacitance depends not only on the geometry of the capacitor, but the dielectric as well. (1) "Since capacitance (C) of a capacitor is the ratio of the magnitude of the charge on either conductor to the magnitude of the potential difference (V) between them: " (1) : When a DC voltage source is applied to the 10 mF capacitor shown to the left, a charge is stored on each side of the electrode. A mulitmeter is used to measure resistance, it is shown that when the capacitor is charging, current is moving and when the capacitor is fully charged, the current will stop flowing, because there is no change in electric potenial, so the resistance goes to zero. You can see that when the electodes are switched, the resistance again goes to zero when the capacitor is fully charged. AC current is allowed to pass through the conductor continuously because it works similiar to the way the probes are switching, so the current is allowed continuos flow. The main function of a capacitor is for it to store energy and to act as a filter, passing current (AC) and blocking current (DC).