Lab Report on Density Measurement Essays

Lab Report on Density Measurement Essays Lab Report on Density Measurement Paper Lab Report on Density Measurement Paper Liquid is usually confined in a container, so its volume is relative to the volume of its container There are various instruments that are used to accurately measure the density of substances; the most commonly used are the densitometers, viscometer and hydrometers [3]. In this experiment, the density of selected liquid samples will be measured using a viscometer. 1. 2 Objectives of the Experiment 1 . To determine the density of low boiling point liquid samples by measuring their mass at controlled volume; 2. To determine the density of alumina by measuring the mass and volume of variously shaped alumina balls; and 3. Compare the density calculated from the given samples with the standard density at room temperature. 1. 3 Significance of the Experiment At the end of the experiment, the laboratory performer is expected to learn the following; 1 . The density of selected liquids and material at a given temperature; and 2. The proper method of measuring the volum e and consequently the density of irregularly shaped objects using water displacement method. REVIEW OF RELATED LITERATURE Density is one of the most important and commonly used physical properties of matter. It is an intrinsic property which is represented by the ratio of a matters ass to its volume Density was purportedly discovered by the Greek scientist Archimedes in an unusual circumstance. According to stories, King Hirer of Syracuse asked Archimedes to determine whether his new crown is made of pure gold or not. It was seemingly impossible to identify the gold percentage that composed the crown because chemical analysis was still unstudied in those times. One day, when Archimedes was enjoying himself to a bath, he observed that the further he went down the tub, the lesser he weighed and the higher the water level rose up. He then came to the realization that he could determine the Asia of the mass of the crown and the volume of water displaced by the crown, and compare it to the value measured from the pure gold sample. Hence, density and the principle behind it were revealed Density is dependent on many factors, one of which is temperature. It specifically decreases with increasing temperature. This is because an objects volume undergoes thermal expansion at increasing temperature while its mass remains unchanged. This results to a decrease in density [1]. When matter undergoes a transformation to a different phase, it undergoes an abrupt change in density. The transition of molecules of matter to a less random form, say from gas to liquid or from liquid to solid, causes a drastic increase in the density. However, there are substances which behave differently from this density-temperature relationship, by which one example is water. The greatest density achieved by water molecules are at ICC. At temperatures higher or lower than ICC, its density slowly decreases. This makes ice less dense than water, a property not commonly exhibited by other liquids METHODOLOGY 3. Materials A. Viscometer, 25-ml B. Graduated cylinder, 1000-ml C. Graduated cylinder, 250-ml D. Beaker, 250-ml E. Low boiling point liquids (acetone, 70% solution ethyl alcohol, 70% solution spoilsport alcohol), 30 ml F. Distilled water G. Two sets of alumina balls (small cylindrical, large cylindrical and large spherical balls) H. Analytical balance beam 3. 2 Determining the Mass of a 25-ml Liquid [5] A. Carefully clean and dry the viscometer. B. Weigh the empty viscometer and its stopper in the balance beam and record the mass. C. Fill the viscometer with the liquid sample up to its brim, and insert the stopper carefully. Wipe off any excess fluid on the sides of the hygrometer with a clean cloth or tissue. D. Balance and record the mass of the filled viscometer plus the stopper. E. Empty the contents of the viscometer in a clean beaker. F. Make three trials for each liquid. 3. 3 Determining the Mass and Volume of Alumina Balls [5] A. Measure the mass of each alumina ball in the balance beam. B. Add distilled water to the graduated cylinder and record its initial volume. C.

Execution Methods Annotated Bibliography Example | Topics and Well Written Essays - 1000 words - 2

Execution Methods - Annotated Bibliography Example Baker, Peter. â€Å"Obama Orders Policy Review on Executions.† The New York Times. 03 May 2014. Opposing Viewpoints in Context. Web. 05 May 2014.< http://ic.galegroup.com.ezproxy.cyclib.nocccd.edu/ic/ovic/NewsDetailsPage/NewsDetailsWindow?failOverType=&query=&prodId=OVIC&windowstate=normal&contentModules=&mode=view&displayGroupName=News&limiter=&u=cypressc&currPage=&disableHighlighting=true&displayGroups=&sortBy=&source=&search_within_results=&p=OVIC&action=e&catId=&activityType=&scanId=&documentId=GALE|A366879542.> In this article, there is a focus on policy required in implementing of the death penalty in various parts of the country. Baker notes that the Oklahoma execution is a clear example that something is amiss in the process of conviction. It shows the president of the United States also called for policy review in the sector. I chose the article as it helps in showing what need to be done to balance the view of those for and against the death penalty. The article is of the essence as it helps in showing areas that need policy changes. Baldus, David, C., Grosso, Catherine, M., Woodworth, George, Newell, Richard. â€Å"Racial Discrimination in the Administration of the Death Penalty: The Experience of the United States Armed Forces (1984-2005).† Journal of criminal law and criminology 101.4 (2011): 1227-1335. Print. The article presents evidence that there is racial bias in the implementation of the death penalty. The authors note that this is well documented in the administration of the death penalty in the United States armed forces in over two decades. The authors rely on three scenarios of racial disparities in the treatment of similarly situated death-eligible offenders. I chose this article as it highlights racial bias in the implementation of the death penalty programs. It is also of benefit as it helps in presenting evidence while the death penalty should be stopped due to racial bias in issuing the death sentences. BBC News- US & Canada. â€Å"US president Obama Calls for Death Penalty Review.† Bbc.com. Web. 05 May 2014 The article highlights the concerns of the United States president over the manner in which death penalty is executed in the country. The concern is based on the heinous execution of Clayton Lockett in the state of Oklahoma. The president expressed his feeling on the botched execution and calls for a rethinking of the process.

Explain how Descartes represents a new philosophical beginning Essay

Explain how Descartes represents a new philosophical beginning - Essay Example In mathematics, we encounter absolute certainty, according to Descartes.† (Kitcher, 2006, p. 482) His search for this absolute certainty in the field of philosophy begins with a radical rejection of all beliefs, perceptions and assumptions and a completely blank page on which he attempts to build up a new logical train of thought. This paper considers the steps that Descartes takes to distance himself from traditional ways of thinking and the nature of his radical new approach. The starting point that Descartes chooses is in keeping with the religious conventions of the time, since he addresses his work to â€Å"those Most Wise and Distinguished men, the Deans and Doctors of the Faculty of Sacred Theology of Paris† (Descartes, p. 484) and he quotes the Bible and the Lateran Council of 1512-1517 to show that he is familiar with matters of the faith. His use of radical scepticism is presented as different approach to both physical and metaphysical problems and he implies t hat his intention is to follow a path of discovery which will be different from, but not contradictory to, articles of faith which are taught by the established Christian Church. Since the turn of the seventeenth century the Medieval mind-set of the Church had been badly shaken, first by the reformation and consequent debates and schisms across Europe, and secondly by a whole host of scientific discoveries that raised interesting questions about man’s place in the universe. Nowadays we call this major shift in world view â€Å"the Enlightenment.† In the first section of his treatise Descartes applies his radical scepticism to religion and science alike, suspending all that he has been taught, and coming down to the fundamental observation that the human being is made of two separate substances: the mind, which is immaterial and capable of thinking, and the body, which is corporal and capable of using the physical senses to apprehend and interact with the world. He cons iders how unreliable the senses are, and concludes that the only thing that he is absolutely certain of, is the fact that he is thinking with his mind. Body, senses and everything else are laid to one side and he concentrates on this thinking part of himself. In the second section he formulates his most famous saying â€Å"cogito ergo sum: I think, therefore I am† (Descartes, p. 492) which shows that existence is derived from thinking, and not from anything outside the self that is thinking. This is a big departure from the teachings of the Church, which had traditionally placed itself in the role of teacher and authority on all matters. Thanks to the reformation there was a much greater focus on the individual, and Descartes latches on to this to stress both the mental activity that human beings are capable of, but also the fact that we are self-aware when we are engaged in this activity. All that exists around that thinking self is an illusion, and the only absolutely certa in thing is the individual and his ability to understand and to reason. The third section elaborates this point: â€Å"I am a thing that thinks, that is to say a thing that doubts, affirms, denies, understands a few things, is ignorant of many things, refrains from willing, and also imagines and senses.†

Is Volunteering Valuable for Youth Essay Example | Topics and Well Written Essays - 1500 words

Is Volunteering Valuable for Youth - Essay Example A billionaire may give millions for construction of home for flood victims, but might not be present on the ground. On the other hand, a youthful volunteer may not be giving money, but may offer his/her efforts to help in the reconstruction. Consequently, volunteers will be able to see the problems on the ground level and appreciate the gravity of the situation better than anyone else. One of the reasons why youths should volunteer is because most of them do not have money or stuff to give to the disadvantaged. â€Å"Low income kids love to volunteer just as much as the others and given a chance they can take place actively, since they may have been recipients of giving they appreciate and understand the importance of doing the same to others† (Clemmitt 88). A student, in as much as he would like to help homeless people he may not afford to give them money since he may also be badly in need of it. Herein, it shall be undertaken to prove volunteering is very valuable to the you th. According to Molly in a study on volunteering carried out for the Nevada University, the youths who take part in volunteer work are 50 % less likely to use/abuse drugs, abuse alcohol, or get unplanned pregnancies (Latham pg. 2 Para 4). As mentioned earlier, volunteers donate time which they spend performing different duties such as helping in the kitchen or working in an old people’s home or hospice. Youths who are engaged in such activities will find themselves fully occupied in body and mind; thus, they will have no motivation or cause to involve themselves in drug abuse and other vices. Most people use drugs to fill a space in their lives and others because of boredom because of being unoccupied for long periods. However, this will not happen to youths who dedicate their time and effort to helping the less fortunate, or participating in worthy causes through volunteering. They will have a safe avenue to put into work their extra energy to use. Furthermore, the experien ces they encounter in the course of their volunteering may bring out their emotions through sadness and empathy, hence, helping them to express themselves and purge their negative emotions without resorting to self-destructive behavior often characteristic of many youths. The pressures placed upon youths today by their demanding work and education schedules have led to increase in cases of mental problems like depression and other mental illness. These pressures can lead to a variety of mental illnesses like depression that in turn leads to youths feeling oppressed and alienated. However, if youths volunteer to assist disadvantaged kids and homeless people, they are able to see their problems in a better perspective. Through volunteer work, youths often interact with people who have had to live in hardships and near intolerable lives. Similarly, some of the students in Tulane are quite privileged working with the poor and less fortunate makes them experience the challenges other hav e to go through in person (Clemmitt 85). This enables the youths to appreciate themselves and realize they are other people with bigger problems than theirs. Moreover, â€Å"People who volunteer feel optimistic about life especially when they get to observe the terrible straits of others; this makes them consider themselves to be blessed and lucky (Leones 5). This is analogous to the adage about the man who leant to appreciate life when he was complaining that he had no

Brahms Requiem Assignment Example | Topics and Well Written Essays - 500 words

Brahms Requiem - Assignment Example Brahms was highly influenced and affected by his mother and friend’s death and he thought that there was need to perform a requiem mass to console those who were grieving and also to let the dead lie peacefully. As a matter of fact this German artist felt that he had to pay tribute to his benefactor Robert Schumann (Musgrave 5) so that he could always feel him around and have his musical memories as well as the memories of his mother. Franco-Prussian war ended in 1866. This war is believed to have influenced Brahms to compose his requiem to fare well the war’s victims and console the affected souls. There are also several events that happened believed to have influence his composition without any one of them being the exact or main reason behind the requiem but they are said to be the forces behind Brahms requiem. Comparison of Brahms Requiem in line with classical music Brahms requiem was believed to be lengthy and full of empty passages but compared to other performances by different artists, it is so classical and of good quality (Musgrave 8). The slow piano playing makes the message being conveyed to be received as intended and this also makes it perfect for such performances to take place at Ellen Eccles.

Organisational Commitment Study Research Methodology

Organisational Commitment Study Research Methodology Table of Contents (Jump to) Research Methodology Introduction Research Design Sample Population Sample Selection Sample Size Procedures Measuring Instrument Gathering of Data Organisational Commitment Job Satisfaction Job Descriptive Index and Job in General Stress in General Human Resource Management Practices (HRM) Trust in Management Turnover Intention Turnover Statistical Methods Summary Results Conclusion Research Methodology Introduction This chapter addresses the research methodology used in the study of Organisational Commitment, its’ antecedents and consequences as described in the first chapter. The first section of this chapter after the introduction presents the research design. Sample and population are presented in the second section. The third section looks at measuring instrumentation, reliability, validity and scoring techniques. The third section looks at data gathering procedures. The fourth section describes methods for statistical analysis. The last section summarises this chapter. Research Design This study used a relational research design to determine the relationship between antecedents and consequences of organisational commitment. Research into organisational commitment is largely dependent on the perceptions of employees and employers. Perceptions are generally acquired through subjective self-reports or opinion. A design based on surveys is therefore appropriate. Relational surveys empirically examine the relationships between two or more variables, constructs, and/or factors. Descriptive surveys are primarily used to provide personal and demographic information. Correlation studies are used to: measure relationships; check consistency of those relationships; and to make predictions. This allows the researcher to test hypotheses by confirming or refuting their predictions which is consistent with Grounded Theory and the formation of theoretical frameworks. It follows that predictive validity is most often achieved by statistical methods such as correlation and regressi on (Saunders et al, 2009). Sample Population The population of the study is all past and present employees of company X. Sample Selection Given that this company is a small specialised Information Technology consulting company with a small population (n = 25) all employees were approached to participate. Electronic survey links were sent to the entire population and 100% response rate was achieved where all of the respondents completed all of the surveys. Sample Size Sample size determines statistical significance in a relationship. The central limit theory dictates that the larger the absolute size of the sample the closer the more likely it is to have a normal distribution. It has also been shown that the minimum sample size of 30 will produce a normal distribution or near normal distribution (Stutely, 2003). DeVaus (2002) provides this formula to calculate minimum sample size: Where: is the minimum sample size required is the proportion belonging to the specified category is the proportion not belonging to the specified category is the z value corresponding to the level of confidence required (see Table A2.1) is the margin of error required Table 1 Confidence Levels and associated z values This formula is used for small populations: Where: is the adjusted minimum sample size is the minimum sample size (as calculated above) is the total population Saunders et al. (2009) advise that, in cases where the population is less than thirty, data should be collected from the entire population. There are limitations associated with minimum size. In particular the margin of error cannot be smaller than the reciprocal of the population. It follows that in order to achieve a 5% margin of error the minimum sample size required is calculated thus: where is the sample size Applying the DeVaus (2002) formulae to the sample in this study requires the whole population if a confidence interval of 95% and 5% error is to be achieved. Procedures The researcher requested permission from the Managing Director of the organisation to conduct interviews and circulate surveys among the employees. In addition permission was granted to access human resource management records and employer/employee correspondence where legal, relevant and appropriate to the study. The researcher is an employee of the organisation with free access to the employees which facilitated the ease of data gathering and clarification where necessary. Most of the group are in possession of post graduate degrees and a number have a Masters level qualification which further facilitated the process as the group all have a deep understanding and appreciation for the process. An employee meeting was called in the presence of the Managing Director where it was explained that the participation in the study was optional or voluntary, anonymous, and that the information would be treated confidentially. In order to avoid any peer group pressure, no discussion was entertained in the group information session and employees were invited to discuss any interest or concerns directly with the researcher in private. It is interesting to note that all employees wanted to participate and most had no desire to remain anonymous inviting the researcher to discuss any aspect of their responses with them. Three approaches were used during the gathering of data: Online Surveys; Interviews; and Analysis of Human Resource records and employee correspondence. Surveys are a popular, economical and convenient way to collect standardised data which facilitate easy comparisons (Saunders et al., 2009). Unstructured interviews were conducted to: determine aspects of the organisations’ Human Resource Management practices; determine reasons for Turnover with ex-employees where exit interviews or detailed resignation explanations were not available or unclear; determine impressions of Turnover survivors for perceptions about Turnover reasons. Human Resource records were used to determine biographical data such as: pay grade; age; tenure; absenteeism; education; and vacation habits Turnover reasons were collected from exit interviews and employee correspondence. Measuring Instrument This study aims to determine the relationship between Stress, Turnover, Turnover Intention, Organisational Commitment, HRM practices and Job Satisfaction. The following instruments were used in surveys to measure the variables: Organisational Commitment: Allen and Meyer (1990) Job Satisfaction: Brodke et al.’s (2009) Revised Job Descriptive Index (JDI) questionnaire based on the original of Smith et al. (1969) Job Stress: Stress in General (SIG) questionnaire of Brodke et al. (2009) Management Trust: Trust in Management (TIM) Brodke et al. (2009) Turnover Intention: three point questionnaire baed on Sjà ¶berg and Sverke (2000) Gathering of Data The online surveys were created in Google Forms using the organisations’ internal infrastructure which is hosted on Google Apps. Google Forms is part of the Google Apps suite and facilitates the creation, distribution, and collation of survey data electronically. The surveys were distributed from the facility in Google Forms by way of a link in an email. The anonymous survey responses are automatically collected and stored on Google Drive where the information is made available in a tabular format (Microsoft Excel). Organisational Commitment Organisational Commitment was measured using the Organisational Commitment Scales (OCS) developed by Meyer and Allen (1997). The reliability of the OCS has been demonstrated in numerous studies over the last two decades. The reliability of each of the scales can be seen through Cronbach’s alpha of: between 0.77 and 0.88 for affective commitment; 0.65 and 0.86 for normative commitment; and 0.69 and 0.84 for continuance commitment (Fields, 2002). The OCS is comprised of 22 items measured on a 7 point Likert scale ranging from 1 (strongly disagree) to 7 (strongly agree). Job Satisfaction The Job Descriptive Index (JDI) was painstakingly developed by Smith, Kendall, and Hulin and published in their book, Satisfaction in Work and Retirement (1969). Patricia Cain Smith (1917-2007) relocated from Cornell to Bowling Green State University in the mid-1960s bringing the JDI Research Group with her. The group has operated since 1959 with different members and is one of the longest running research groups in the field. They make their family of scales available free of charge to researchers. The scales include: the Job Descriptive Index (JDI) including the Job in General (JIG); Stress in General (SIG); and Trust in Management (TIM). These scales consist of phrases and adjectives that describe facets of the job or the job overall. Participants select â€Å"Yes†, â€Å"No† or â€Å"?† in response to each word or phrase. â€Å"Yes† means the word or phrase describes the job. â€Å"No† means the word or phrase does not describe the job. â€Å"?† means that the respondent is unsure or cannot decide. The scales are scored 3, 0, 1.5 for â€Å"Yes†, â€Å"No†, and â€Å"?† respectively. The 2009 revision of the JDI, JIG, SIG and TIM are utilised in this study. Job Descriptive Index and Job in General The Job Descriptive Index (JDI) and Job in General (JIG) are self-report measures of job satisfaction. The JDI measures satisfaction with five facets of the job: attitudes towards co-workers, the work itself, promotion opportunities, remuneration and supervision. The JIG scale measures overall satisfaction with the job (Brodke et al., 2009). There have been two major updates to the JDI since it was introduced by Smith, Kendall, and Hulin in 1969. The first update was made in 1985 (Smith et al., 1987) and the second was made in 1997 (Kihm, Smith, Irwin, 1997). The JDI Research Group (Bowling Green State University, OH, USA) then updated the JDI family of scales in 2009. Table 2 Correlations among the JDI facets (Brodke et al., 2009)* lists correlations among the JDI scales which demonstrates that each of the JDI facets and the JIG measures a distinct aspect of job satisfaction and no facet correlates higher than 0.50 with any other facet. Cronbach coefficients above 0.80 or higher are considered to have high levels of reliability. Table 2 Correlations among the JDI facets (Brodke et al., 2009)* Table 3 Validity Coefficients Pearson Correlations (Brodke et al., 2009) shows the correlations of the JDI facets with SIG and the single item measure of Overall Job Satisfaction: â€Å"Considering everything, how would you rate your overall satisfaction with your job?† rated on a five point scale from 1 (very dissatisfied) to 5 (very satisfied). Brodke et al. (2009) have shown that the JIG scale is a good predictor of Turnover Intention. Table 3 Validity Coefficients Pearson Correlations (Brodke et al., 2009)* Stress in General The relationships between workplace stress and negative personal and organisational outcomes are well documented. Stressors and Strains are important concepts related to stress. Stressors precede the experience of stress and strains are the outcomes of the stress experience. The SIG is a measure of the experience of work stress, which emerges between the initial existence of work stressors and the resulting physical and psychological strains (Brodke et al. 2009). This is the stress that is experienced as a result of work stressors prior to the acknowledgement of the strain. The SIG is thus a good measure of Job Dissatisfaction and predictor of Turnover Intentions. The 2009 revision used in this study is based on the SIG scale developed by Stanton et al. (2001). Brodke et al. (2009) showed that this SIG scale shows a reliability coefficient of 0.79. Furthermore the scale correlates positively and significantly with the Faces stress measure (r = 0.54, p Human Resource Management Practices (HRM) The Managing Director and a team manager were interviewed about all aspects of their interaction from recruitment to exit. Marketing material was collected and analysed. The JDI facets that measures Opportunities for Promotion and Supervision are also used in assessing perceptions of HRM practices. Trust in Management Trust in Management (TIM) self-report survey consists of twelve phrases and adjectives describing characteristics of senior management or executives. Participants select â€Å"Yes†, â€Å"No† or â€Å"?† in response to each word or phrase. â€Å"Yes† means the word or phrase describes the manager or executive. â€Å"No† means the word or phrase does not describe the manager or executive. â€Å"?† means that the respondent is unsure or cannot decide. The scales are scored 3, 0, 1.5 for â€Å"Yes†, â€Å"No†, and â€Å"?† respectively. The TIM is considered a single scale and is composed of four dimensions: Ability, Benevolence, Consistency, and Integrity. Table 4 Cronbach’s alphas and correlations among the TIM summary scores and the TIM dimensions (Brodke et al., 2009) shows how the dimensions of the TIM scale are correlated. Table 4 Cronbach’s alphas and correlations among the TIM summary scores and the TIM dimensions (Brodke et al., 2009)* Table 5 Validity Coefficients with Selected Outcome Measures Pearson Correlations (Brodke et al., 2009) shows the Pearson correlations with JDI facets. Brodke et al. (2009) contend that the TIM dimensions are distinct although highly correlated. Table 5 Validity Coefficients with Selected Outcome Measures Pearson Correlations (Brodke et al., 2009)* Turnover Intention This study makes use of Sjà ¶berg and Sverke’s (2000) three item Turnover Intention scale which measures the strength of the respondent’s intention to leave their current job. The scale is scored from 1 (strongly disagree) to 5 (strongly agree). A high score indicates a higher degree of Turnover Intention. Nà ¤swall et al. (2006) showed the Cronbach alpha coefficients for this scale to lie between 0,76 and 0,87. Turnover Actual turnover information is derived from Human Resource records including ex-employee correspondence in the form of letters of resignation. Statistical Methods Data analysis was conducted using an installation of the statistical programming language â€Å"R† through the web based front-end â€Å"R-Studio† on a virtual Amazon Web Services Machine Image (R version 3.0.1, Nickname Good Sport, 2013-05-16). R is a GNU project which is free under the GNU General Public License. The researcher considered the following tests given the nature of the study: Descriptive Statistics are used to describe the location, shape, and dispersion of the sample data collected Inferential Statistics to calculate the strength and direction of the relationships between the research variables Regression tests were used to examine cause-effect relationships between the research variables Summary Data was primarily derived from the perceptions and experiences of employees. Statistical analysis was performed on the data in order to yield empirical evidence and to gain an understanding of the inter relationships between the antecedents and consequences of Organisational Commitment. Online surveys were conducted using various scales. Secondary data were collected from sources such as informal interviews and company HR records and policies. Data analyses are based on quantitative methods through a statistical analysis in order to answer the research questions posed.

Nursing Models :: Health Care, The RTL Model

A model is a simplified representation of the structure and content of a phenomenon or system that describes or explains the complex relationships between concepts within the system and integrates elements of theory and practice (Creek et al 1993). A nursing model is a collection of ideas and knowledge that represents nursing from the writers’ perspective, presenting different ways of looking at and understanding nursing (Aggleton & Chalmers, 2000; Hogston & Simpson, 2002). Thus, nursing model is a concept of what nursing is and are used as a tool to assess patient's needs/problems. Nursing model differentiates nursing from other disciplines and activities in that it serves the purpose of describing, explaining, predicting and controlling desired outcomes of nursing practices. Models can be tested, changed, or used to guide research or to provide a base for evaluation(Blais,2002). There are many models available including Roper Logan Tierney (RLT) (1996).The RLT model, which my portfolio is based, offers a framework for nurses to be able to ensure that individuality is taken into account when undertaking nursing care. In order to ensure that all aspects of an individual's life are integrated into an effective plan of care, Roper at al (1996) uses a problem solving approach and the nursing process in conjunction with their model for nursing. The RLT model is holistic, as it identifies five components, including the activities of Daily living (ADL), life span, dependence/independence, factors influencing AL and individuality in living, which are interrelated (Healy & Timmins, 2003; Holland et al, 2004; Roper et al, 1996). Roper et al (2000) view the patient as an individual that lives through the life span, with changing levels of dependence and independence, depending on age, circumstances and the environment (Healy & Timmins, 2003). The twelve ADL are influenced by five factors, namely; biological, psychological, sociocultural, and environmental and politico economic (Healy & Timmins, 2003; Holland et al, 2004; Roper et al, 1996). The RLT model individualises care using the nursing process. The model guides the nursing process, as it informs the nurse to assess the ADL (Holland et al, 2003; Roper et al, 2000; Tierney, 1998). Nursing models are flexible and can be altered to achieve individualised care, meaning the needs of an individual patient are met at a particular point in time (Radwin & Alster, 2002). However, it is not always achieved in practice (Waters & Easton, 1999).