Definition of Dismissal Literature review Example | Topics and Well Written Essays - 750 words

Definition of Dismissal - Literature review Example This method, however, is not included in the contract laws but it is a discovery of the judges, it is based on the principle that employees are paid wages for the work that they do therefore if they do not work they should not be paid. When the employee accepts not to work for the employer even though he has the will and potential to work, it is deemed that he has accepted the repudiation, otherwise he would have stayed at home and sued the employer for payment of wages since the contract would still be valid (Akin, 2004, p569). The provisions in the dismissal of an individual explain that an employee should only be dismissed without notice under three situations, the first one is if the employee has not completed one month since he started to work for the employer. Second is if the terms of the contract have the provisions for dismissal without notice, and the third is when an employee act in a manner that acts to betray the confidence and trust that the employer had placed in him. The notice period before a dismissal is usually written down in the contract should be a minimum of a week and in case the contract does not state the notice period the common law is applied. Common law requires that the employer should give the employee a notice of at least one week for employment period lasting from one month to two years and then one extra week for an additional year above 2 years that the employee works up to a maximum of 12weeks. However, common law can give an employee up to 12 months depending on the seniority, expertise and the length that the employee has been working for the employer. The remedies available for wrongful dismissal in of an employee include compensation in a tribunal and damages in a court of law, the employees will, however, be required to apply for the compensation within three months after they have been dismissed (Geare, 2007, p276). The employer is liable to pay the dismissed employee the loses that include his notice period including a ny benefits or pay rises that he was entitled, otherwise in the case of wrongful dismissal the employee can only sue for lost earnings and damages due to the spoiling of his reputation. For an employment relationship to be considered to exist there must be objective conditions, this means that the features that are existing in regard to the way the worker performs his duties and how he is remunerated by the employer must be put into consideration (Bird, and Charters, 2004 p212). The rights of employers and employees depend on the duration of contract where the employee performs the assigned duties by the employer in return for her wages, if the employee fails to perform the assigned duties, then he breaches the contract for employment and is therefore liable for dismissal. In Jordan, the workers are protected by the labor act that stipulates that a worker be employed either indefinitely or for a specific period, in the agreement for a specific period, the contract is deemed to have been terminated at the end of the period. However, if the employee continues to work after that period the law considers the contract to have been renewed and is considered to have been an indefinite contract from the beginning.  Ã‚  

Minimize Counterproductive Or Deviant Behaviour Management Essay

Minimize Counterproductive Or Deviant Behaviour Management Essay Counterproductive and deviant behaviours can be found all around us, but matter largely in professional fields. When in an organisation, any deviant behaviour is detected; it is an indication toward a serious threat to organisation as well as the staff from different perspectives. In human resources, deviant behaviours of employees and managing them have gained increased attention due to a range of reasons. For the success of an organisation, management of deviant and counterproductive behaviours is very critical. In this essay, the causes behind deviant behaviours, their influence on the employees, the person and organisation as a whole and the ways to manage/ minimise these deviant behaviours will be addressed. Counterproductive behaviours have become a workplace norm and its popularity is rising gradually. It is very obvious that workplace situations vary and therefore, they leave an impact on employees as well. These deviant behaviours by the employees not just harm the organisation but also affect other organisational members (Spector Fox, 2002). Counterproductive Workplace Behaviours are the acts by the members of an organisation, which are against the organisational legitimate interest (Sackett, 2002). These are intentional as well as unintentional behaviours, resulting from different causes and motivations. It has been identified in journal of organisational behaviour (2008) that an estimated 75 per cent of the employees do engage in such deviant harmful behaviours like; unexcused absenteeism, sabotage, theft, and vandalism cooperate (McGurn, 1988; Harper, 1990). Other such behaviours that have been reportedly found are sexual abuse of women (Gruber, 1990), organisational cynicism (Wilkerson, 2002), withholding efforts (Kidwell Bennett, 1993), spreading rumours (Skarlicki and Folger, 1997), physical assault and verbal abuse (Spector and Fox, 2002), lying (Depaulo and Depaulo, 1989), and absenteeism (Johns, 1997). These behaviours violate organisational working standards and can be antisocial (Robinson Bennett, 1995). Also they may affect the overall performance, decision making and even the organisational financials which can be very costly and harmful for the organisations wellbeing. Many researchers have identified a direct link between the personality traits of the employees and the Counterproductive behaviour at workplace (Salgado, 2002; Colbert, Mount, Harter, Witt, and Barrick, 2004; Dalal, 2005; Blickle, Schlegel, Fassbender, and Klein, 2006; Berry, Ones, Sackett, 2007). However, it has also been viewed that many times, even intrinsically honest employees are forced to behave inaptly, if the work environment or management are unjust towards them; or if they have been treated poorly. Managers are also seen to be the ones creating such workplace environment unintentionally where they are basically contributing towards their employees deviant acts (Greenberg, 1997). Therefore only personality is not a sole predictor of deviant workplace behaviour (Robinson and Greenberg, 1998) and many other factors contribute in counterproductive workplace behaviour. The management in turn fires the honest and capable employees so as to diminish these deviant organisational behaviours, but counteractively they need to put in a lot of efforts towards identifying the real causes of these behaviours and should wisely minimise these acts. The focus of this essay throughout the rest of the paragraphs is to critically identify the causes behind counterproductive workplace behaviour, the extent to which these behaviours influence the workplace norm, its overall power and how these behaviours can be minimised. Therefore, in a sequential manner, all of these points will be analysed. Countless factors influence counterproductive behaviour which consists of acts that harm or are intend to harm the organisation or its stakeholders. A vital aspect is to identify the reasons behind that, why employees are involved in these deviant behaviours. There are certain factors that influence counterproductive behaviour, identified by Litzky, Eddleston Kidder (2006), which are under the direct control of manager that may unconsciously force the employees into engaging in deviant behaviours like; unsatisfactory compensation or rewarding structures, unfair employee treatment, negative attitudes, social pressures to conform, job performance ambiguity and violation of employees trust. Competing for financial rewards causes employees to think only for themselves with the belief that nonstandard behaviours are compulsory to get ahead in their career fight (Crossen, 1993; Peterson, 2002). Managers are identified to be often as the main cause behind workplace theft, because many of them ignore such issues in order to conform to the social pressures, and thus encourage other employees to engage in similar deviant behaviours (Greenberg, 1997). These research studies have found that financial rewards are one of the prime reasons behind the counterproductive behaviours of employees. Not only for competing and leaving the colleagues behind, but also in the run of gaining more financial rewards, these employees sometimes do not feel reluctant to take aggressive actions. Deviant behaviours is one such acts that these employees are found to be practicing. Another research study (Fodchuck, 2007) revealed that both the employee characteristics and the workplace environmental aspects are linked with counterproductive behaviour in an organisation. Organisational factors like job design, workplace injustice and perceived stress initiates these behaviours and individual characteristics that helps in triggering CWB consists of self-control, will power, sensation seeking (Marcus and Schuler, 2004), and motives (Rioux and Penner, 2001). All these researchers have argued that these environmental aspects are increasingly linked with the deviant behaviour in the organisation. A management journal, (Robinson OLeary-Kelly, 1998) termed Counterproductive workplace conducts as antisocial behaviour, because these acts are harmful for the organisation. As per this study, the antisocial behaviours of employees are influenced in work groups through social learning and social information processing method. The workgroup largely influence an individual employees antisocial behaviour, and CWB of a workgroup is a significant predictor of the individual employees CWB at work. A study conducted in 2008 (Skarlicki, Barclay Pugh) explain downsizings and layoffs as the major factor behind counterproductive behaviour by the employees because most victims, who lose their jobs, are loyal workers and consider this management decision as an unfair treatment towards them. These employees in turn engage in organisational retaliation as revenge to their wrongdoer. Their negative emotions emerge by bad mouthing about the organisation to the organisational members and others, conveying a strong negative impact of the company. This retaliation is very similar to previously defined antisocial behaviour (Giacalone and Greenberg, 1996), counterproductive behaviour (Fox and Spector, 2005) and organisational deviance (Robinson and Bennett, 1995) thus overlapping with the duskier side of the organisational behaviour theories with potentially negative consequences for the organisation and other individuals. Many times in such situations even the informational justice and supp orting information does not help to be effective in reducing this retaliating behaviour (Dalal, 2005). All of these research studies have discussed that these factors extremely play their role to generate deviant behaviour among employees. Another study by Smithikrai (2008) suggests that personality traits and Counterproductive workplace behaviour have a direct link with each other; however, situational moderators in which counterproductive workplace behaviour takes place can increase the cogency of personality measures in predicting deviant behaviours. Situational factors in relation with personality traits are strong stimulators of counterproductive workplace behaviours. Individual behaviour reflects relevant traits when the situation is week, whereas when the situations are strong then the behaviour of the employees are clear, and they meet the behavioural demand of the situation (Blickle et al, 2006; Robinson Greenberg, 1998; Marcus Schuler, 2004). Therefore situational strength is very much critical in identifying these deviating individual behaviours, and in strong situations the employee performance gets monitored where Counterproductive workplace behaviour is not tolerated (Berry et al, 2007; Greenberg, 1997) . Wilkerson, Evans Davis (2008) conducted a study testing evidence of the co-workers social influence on other employees bad mouthing, organisational cynicism and supervisor assessments of employees organisational citizenship behaviour (OCB). The study suggests that the badmouthing behaviour of close co-workers largely impacts other co-workers, influencing their similar behaviours, due to the result of social information processing. Further the study advises that there also becomes a possibility of a chain reaction effect, where the organisational cynics are likely to engage other in their bad mouthing behaviour, creating other cynics within the organisation. This results in negative performance outcomes, reduction in management trust and further intentions of engaging in OCB (Litzky et al, 2006; Crossen, 1993). Bad mouthing has found to be one of the critical factors behind generating deviant behaviour. Yet another research by Tepper, Henle, Lambert, Giacalone and Duffy (2008) states that abusive supervision consequences in lower level of employee commitment with its employer, leading to little desire of working with the organisation, lower level of attachment with the organisation resulting to greater deviance against the organisation. This explains that effective employee commitment is estimated to facilitate the relationship between abusive management and organisational deviation. Abusive supervision is yet another costly workplace factor impacting negatively on employees, employer as well as organisational performance (Litzky et al, 2006; Crossen, 1993). Research study by jones (2009) have a different viewpoint, stating that there are different relations among different types of injustice, desire toward revenge and counterproductive work behaviours with ones supervisor and organisation separately. The results identified that counterproductive workplace behaviours related with organisation can be minimised through increase in procedural justice whereas behaviours related to supervisors can be minimised when the supervisor treat their employees fairly, with dignity, and respect as well as provide justifications for decisions that influences them (Litzky et al, 2006; Crossen, 1993). There are many factors identified that influence instigate deviant behaviours by the employees (Peterson, 2002). Of all these factors influencing Counterproductive behaviours every aspect has strong and weak impact over the behaviours, depending on the situation and the individual (Crossen, 1993). Age, cognitive ability, self-control, emotional intelligence and personality all correlates and create strong or weak affect over these behaviours by the employees (Fodchuk, 2007). Therefor situational moderator and personality mediator helps in increasing or decreasing the power of these behaviours by the employees (Rioux Penner, 2001). Reduction of these deviating behaviours in an organisation begins with recruitment and selection phase of hiring new employees through the use of personality testing, cognitive ability screening, and integrity screening (Marcus Schuler, 2004). But since situational factors emerge out of routinely day to day operations of the organisation including organisational constraints, illegitimate tasking, lack of compensation and rewards, interpersonal conflicts and lack of organisational/management justice thus organisation needs to involve much more into minimising these behaviours (Robinson et al, 1998). Mangers are equally liable and in a better position to control and minimise these behaviours within the organisation (Giacalone Greenberg, 1996). If the outcome is similar by different employees on a particular position, then this can be termed as a warning for the manager to identify his personal behaviour and management ability (Robinson Bennett, 1995). It is the job of manger to create an ethical working environment so that inherently honest employees do not turn their behaviours into negative and counterproductive ones (Skarlicki, et al, 2008). Apart from this building reliance relationships, creating ethical policies and procedures, setting achievable targets, creating effective supervision and monitoring performance ultimately helps in toning down the deviant behaviours of the employees in the organisation (Depaulo Depaulo, 1989; Smithikria, 2008). Similarly one step that the organisation can take into reducing these behaviours can be through enhancing organisational justice, allowing workplace participation of employees, maintaining communication, and paying close attention to identification of signs for interpersonal conflict (Tepper et al, 2008; David, 2008; Spector, 2005). Besides this lay off, employees needed to be financially supported and should be well informed in advance, or given a notice period so that they may not bad mouth the organisation and put its integrity at stake. Making other opportunities available to them after some time period also helps (Wilkerson et al, 2008; Jones, 2009) In the last, combating deviant and counterproductive workplace behaviours can be costly and very much time consuming but organisations are in a much predicted position of minimising these behaviours through identifying the main factors and taking actions in reducing it, which would thus increase the organisational performance, workplace environment and the overall success.

Oppression of Native Americans Essay examples -- history, craniology,

Two-hundred years ago, there was a scientific study on the brains of Native Americans called the craniology and phrenology. The Europeans examined only indigenous people’s heads and were forbidden to use any European’s brains. The Europeans did three experiments, such as decapitating the tops of the heads and filling them with sand to see if their brains were smaller than blacks. The Europeans also looked at the bones and said that if the bones were in a certain way (such as natives cheek bones being up higher) the person was thought to be stupid. The last experiment the Europeans did to American Indians was that they had a small devise that they would put on the head and it would slice the brain open. There would be an award for retrieving a male’s brain that was five cents. By retrieving a woman’s brain the price would be three cents, and lastly a child’s brain which would be two cents. This is when the term redskin was invented (Poupart, 2014). Although we often remember First Nation communities by their history of oppression by the Europeans, as established above, present day communities are defined much differently. The Anishinabeg are an independent, non-interference sovereign nation and they follow their own rules by oral traditions. They are also a nation who were oppressed, exploited, and also misunderstood by non-Native Americans. When asked about the definition of a sovereign nation, Selma Buckwheat (September 25, 2013), elder member of the Anishinabeg tribe, explains by stating, â€Å"We govern ourselves and have our own laws† (personal communication). They have a lot of meetings that help understand most of the sovereign nations. In other words, a sovereign nation is power or a territory existing as an independent s... ...government’s policies. The changes of the 1900’s influenced many people such as historians, writers, film-makers, and other non-Native-Americans, causing them to view Indians in an increasingly sympathetic way. The non-Native Americans perceived Indians as a historically-oppressed minority who were victimized by imperial conquests and were dignified as peace-loving people in a sovereign nation. Works Cited Poupart, L. (2014, October 16). First Nations Studies: Social Justice. University of Wisconsin Green-Bay. Loew, P. (2001). Indian Nations of Wisconsin: histories of endurance and renewal. Madison, WI: Wisconsin Historical Society Press. Mihesuah, D. (1996). American Indians stereotypes and realities. Atlanta: Clarity Press. Poupart, L. (2000). Ojibwe Women of the Western Great Lakes. Retrieved from D2L. https://uwgb.courses.wisconsin.edu/d2l/

Linguistics research Essay

1. Linguistics: Linguistics is generally defined as the scientific study of language. 2. Phonology: The study of how sounds are put together and used in communication is called phonology. 3. Syntax: The study of how morphemes and words are combined to form sentences is called syntax. . 4 Design features: it referred to the defining properties of human language that tell the difference between human language that tell the difference between human language and any system of animal communication. 5. Psycholinguistics: The study of language with reference to the workings of mind is called psycholinguistics. 6. Language: Language is a system of arbitrary vocal symbols used for human communication. 7. Phonetics: The study of sounds which are used in linguistic communication is called phonetics. 8. Morphology: The study of the way in which morphemes are arranged to form words is called morphology. 9. Parole: it referred to the actual phenomena or data of linguistics. V. Answer the following questions as comprehensively as possible. Give examples for illustration if necessary: 1. Language is generally defined as a system of arbitrary vocal symbols used for human communication. Explain it in detail. First of all, language is a system, because Elements of language are com ­ bined according to rules. Secondly, language is arbitrary because there is no intrinsic connection between form and meaning, or between the sign and what it stands for. Different languages have different words for the same ob ­ject in the world. This fact is a good illustration of the arbitrary nature of language. This also explains the symbolic nature of language: words are just Symbols; they are associated with objects, actions, ideas, etc. by conven ­ tion. Thirdly, language is vocal because the primary medium is sound for all languages, no matter how well developed their writing systems are. The term â€Å"human† in the definition indicates that language is possessed by human beings only and is very different from the communication systems of other living creatures. The term â€Å"communication† means that language makes it possible for its users to talk to each other and fulfill their commu ­ nicative needs. 2. What are the design features of human language? Illustrate them with examples. 1) Arbitrariness As mentioned earlier, the arbitrary property of language means that there is no logical connection between meanings and sounds. For instance, there is no nec ­ essary relationship between the word elephant and the animal it symbolizes. In addition, different sounds are used to refer to the same object in different languages, and even within the same language, the same sound does not refer to the same thing. However, language is not entirely arbitrary. There are words which are created in the imitation of sounds by sounds, such as crash, bang in English. Besides, some compound words are also not entirely arbitrary. But the non-arbitrary words are quite limited in number. The arbitrary nature of language makes it possible for language to have an unlimited source of expressions. 2) Productivity Language is productive or creative in that it makes possible the con ­ struction and interpretation of new signals by its users. This is why they can produce and understand an infinitely large number of sentences, including sentences that they have never said or heard before. They can send messages which no one else has ever sent before. Productivity is unique to human language. Most animal communication systems appear to be highly restricted with respect to the number of different signals that their users can send and receive. 3) Duality The duality nature of language means that language is a system, which consists of two sets of structure, or two levels, one of sounds and the other of meanings. At the lower or the basic level, there is the structure of sounds, which are meaningless, discrete, individual sounds. But the sounds of language can be combined according to rules into units of meaning such as morphemes and words, which, at the higher level, can be arranged into sentences. This duality of structure or dou ­ ble articulation of language enables its users to talk about anything within their knowledge. No animal communication system has duality or even comes near to possessing it. 4) Displacement Displacement means that language can be used to refer to things which are present or not present, real or imagined matters in the past, present, or future, or in far-away places. In other words, language can be used to refer to contexts removed from the immediate situations of the speaker. Animal calls are mainly uttered in response to immediate changes of situation. 5) Cultural transmission Human beings were born with the ability to acquire language, but the details of any language are not genetically transmitted or passed down by instinct. They have to be taught and learned, but animal call systems are genetically trans ­ mitted. 3. How do you understand the distinction between a synchronic study and a diachronic study? The description of a language at some point in time is a Synchronic study; the de ­ scription of a language as it changes through time is a diachronic study. A synchronic study of language describes a language as it is at some particular point in time, while a diachronic study of language is the study of the historical development of language over a period of time. 4. Why does modern linguistics regard the spoken form of language as primary, not the written? First, the spoken form is prior to the writ ­ ten form and most writing systems are derived from The spoken form of lan ­ guage. Second, the spoken form plays a greater role than writing in terms of the amount of information conveyed and it serves a wider range of purposes finally, the spoken form is the medium through which we acquire our mother tongue. 5. What are the major distinctions between langue and parole? The distinct, ion between langue, and parole was made by the famous Swiss linguist Ferdinand de Saussure early this century. Langue refers to the abstract linguistic system shared by all the members of a speech community, and parole refers to the realization of langue in actual use. Langue is the set of conventions and rules which language users all have to follow while parole is the concrete use of the conventions and the application of the rules. Langue is abstract; it is not the language people actually use, but parole is concrete; it refers to the naturally occurring language events. Langue is relatively stable, it does not change frequently; while parole varies from person to person, and from situation to situation. 6. (1) What if there were no language? (2) What if there were only one language the world over? (3) What can we learn from this Bible story? Language is powerful as a tool of human communication. 7. (1) What measures do you suggest for protecting dialects as well as languages? (2) Do you think that someday people all over the world will speak only one language, or someday no dialect will exist? 8. Can our pets learn human languages? Why or why not? No. They are genetically not endowed with the 9. What role does body language play in language commun

Quality Control of Parenterals

From Greek, Para outside; enter=intestine and exerts their action by directly entering into the systemic circulation. The quality of prankster's is the sum of all parameters that contribute to safety, efficacy and therapeutic efficacy of the drug. Drug products administered by injection are characterized by three qualities pertinacity, and freedom from particulate matter. The USPS compendia requirements has recommended the following tests for parentally products:1 . Pyroxene Testing.2. Sterility Testing.3. Particulate matter Testing.4. Package integrity Test.5. Safety Test.Pyroxene Testing Pyroxene are fever producing substances, which are metabolic products of microorganisms. Chemically, they are lipid substances associated with a carrier molecule, which is usually a polysaccharide. Pyroxene are produced by many microorganisms including bacteria, yeasts and McCollum. Most potent pyroxene are the antitoxins produced from the cell walls of the Gram- negative bacteria. Pyroxene can cau se a lot of damage, if they are injected into a human being. Hence every batch of parentally is tested for the presence of pyroxene. Page Number 5 Following Tests are Performed for Pyroxene testing: A. Rabbit Pyroxene Test (RPR) B. Ilium's Embody Alyssa (ALA) Test C. Monocot Activation Test (MAT) A.Rabbit Pyroxene Test (RPR) Introduction Selection of animals Animal quarters Retaining boxes Materials Thermometer Preliminary test Main test Interpretation 0 Introduction It is an in vivo test to detect the presence of pyroxene in parental to ensure their quality standards. In 1942 it was added on USPS as official test but it was replaced with ALA test in 1982. Biologic are still tested with RPR Early indention detection was accomplished by injecting rabbits with the sample and observing the response in their body temperature. Rabbits have similar indention tolerance to humans, and were thus an ideal choice. However, this method was costly, time consuming, and prompted protests from anim als rights advocates. But perhaps the biggest drawback of this test was its inability to quantify the indention level.Selection of animals Rabbits are used in this test because they show similar response as in humans. Following is selection criteria according to USPS 0 Albino rabbits should be used which grams in weight. 0 Rabbit should not loss its weight during week of test 0 Rabbit should be physically healthy 0 Rabbit should be on balance diet 0 Rabbit should not be administered with any anti body 7th – A I Survivors I The University of Lahore Page Number 6 0 The rabbits which are used three days before in a negative pyroxene test are not used 0 The rabbits which are used two weeks before in a positive pyroxene test are not used 0 Animal quarters Rabbits should be kept in special cages and individual rabbit in a single cage.Quarter and cage should be fulfilled following criteria: 0 Design of cage should be certified from ALL (American association of accreditation of labor atory animals) 0 Temperature of quarter should be 20 to 30 degree Celsius (temperature of performance area should also be in this range with deviation of 3) 0 If temperature of performance area is different from area where animals are kept then animals must be brought in performance area 18 hours before test 0 In performance area there should not be noise, due to noise temperature of rabbit can rise from 0. To 10 degree Celsius , which become normal after 6 to 9 hours. 0 Retaining boxes Rabbits are kept in separate boxes 1 hour before performance, design of boxes should be such that body can easily move and neck is at opening side. 0 Materials Materials such as syringes glassware etc. Should be washed with water for injection and place in hot air oven at 200 degree Celsius for 1 hour or at 250 degree Celsius for 30 minutes for dehydrogenation..Treat all diluents and solutions for washing and rinsing of devices or parentally injection assemblies in a manner that will assure that they are sterile and pyroxene -free. Periodically perform control pyroxene tests on representative portions of the diluents and solutions for washing or rinsing of the apparatus. 7th – A I Survivors The University of Lahore Page Number 7 0 Thermometer theorists probes or similar probes that have been calibrated to assure an accuracy of ? ±0. 1 0 and have been tested to determine that a maximum reading is reached in less than 5 minutes. Rectal thermometer is used in this test which is calibrated with 1 degree Celsius marks.Thermometer is inserted at depth of 5 centimeter. Temperature should be measured within 5 minutes. 0 Preliminary test Measure the temperature 1-1. 5 hours before test 0 Wash the marginal ear vein with ethyl alcohol (antiseptic) ethyl alcohol also act as clearing agent. 0 Now inject pyroxene free water with dose of 10 ml per keg. 0 Measure the temperature at intervals of 30 minutes for 3 hours 0 Any rabbit showing variation in temperature of 0. 6 degree will no t be used in main tests. 0 Main test Select three rabbits which are passed in the preliminary test. Monitor the temperature and inject the product after 90 minutes in marginal ear vein Dose should be 0. Ml/keg to 10 ml/keg as specified in individual monogram Product can be eluted with pyroxene free water or any solvent recommended in official books Quantity of drug is as in monogram. 0 Measurement of temperature and pyroxene response Measure the initial temperatures within 40 minutes of injection for this purpose take one reading at after 10 minutes and second after 30 minutes average of both will be the initial temperature. 7th – A I Survivors The University of Lahore Page Number 8 Now monitor the temperature for 3 hours at the intervals of 30 minutes and note the highest temperature.