nuclear war? :: essays research papers

A Nuclear Solution? During the nuclear age, some nations have attempted to reduce the number of their nuclear weapons as much as some nations have tried to obtain the weapons. Numerous programs have been started to decrease the number of nuclear missiles. The problem with those plans is â€Å"decrease† and not disarm. Many countries don’t want to give up their biggest weapon and who could blame them. Some countries need that weapon as a way of defense against an aggressive nation. Since the only true solution to nuclear weapons will not realistically happen in today’s world, I think that we should attempt to make the best of the situation and if we are going to use them we should use them fairly. Therefore, I offer a counter solution. Instead of ridding ourselves of nuclear weapons we should use them to our advantage. We must realize that nuclear weapons, whether we like it or not, have become an integral part of our world environment. Nuclear weapons are a part of our global security setting. Knowledge will continue to exist; it cannot be disinvested. Nuclear weapons can be used as a deterrent to war. Nuclear devices have come a long way since the first two were dropped on Japan by the United States during the Second World War. Today’s nuclear weapons are respected as more than simple weapons and the mere mention of them demands attention. Therefore, countries around the world have found that nuclear weapons are more useful as a political deterrent to deter common war and non-nuclear or non-biological warfare. Professor Richard Haas furthers my point by stating, â€Å"Nuclear weapons have made a major contribution to world peace. The Cold War only remained cold because both the United States and the Soviet Union understood that any direct confrontation between them would likely escalate i nto a nuclear holocaust. The American nuclear arsenal aids deterrence in hot spots like the Korean Peninsula, where there has been no real war for forty decades. Indeed fear of American nuclear retaliation deterred Sadaam Hussein from using biological agents against allied forces during the Gulf War.† Nuclear weapons steer people away from the usage of these terrible forms of war, which saves the lives of innocents. Many leading nations use the threat of nuclear weapons for deterrence and they use them with in the bounds of treaties and rules set up by the United Nations.

Leadership Task

Analysis of my own leadership skills is a difficult task, and requires me to address my own leadership attitudes and behavior as well as my strength's and weakness's. As I have learned in my readings about the different types of leadership styles I would say that my style of leadership is more off Participative approach. In my work I run a small department of five and to accomplish tasks I must work side by side with my staff. We all are active participants, but outcomes and production is ultimately my responsibility.I like to think that my team is an accumulative effort and by encouraging each person to come up with ideas and to share their opinions is our recipe for success. I have created a group atmosphere that has been productive and consistent over the last 2 years. More importantly in my absence my team functions just an efficiently as if I were present. Much like how I run my office is how I run my family. We too are a group of five and as the kids have gotten older they too have become an active participant in goal achievements. I see a lot of similar traits of how I run my office to how I run my home.It is a collaborative effort. One of my strength s a leader would be my communication skill. I always try to take the time to listen. I feel that hearing what my employee's say is crucial in leading them. Our workspace is setup in a circle where we all work together. I could have one of the large offices one floor up, but instead of taking an office away from them I'm right in the trenches with them. I want them to know that I am always available for them. It is not always easy but by eliminating distractions and focusing my attention on my employees needs, demonstrates to them that I am listening.Another strength that I practice is Leading by Example†. I am the first person in the office every morning, and the last person to leave every night. I want them to know that I am present and available to them whenever they need me. I do not take 2-hour lu nches, play computer games, or sleep at my desk. When a new project comes along I am the first person to take an assignment and my assignments are ALWAYS completed on time. I practice what I expect from them, and always try to lead by example. For a complete self-analysis of my leadership skill I must also address my weakness.For one several people have old me that I am too nice. Part because of my personality and part because I think people are happier working for a manager that they get along with. But because of this trait I may sometimes come off as a pushover and people can be tempted to try to take advantage of our relationship. It is sometimes difficult to find the balance between being a friend and being a boss. I can be tough when necessary and I am working on setting better boundaries with my employees. Another weakness I have is taking on too much myself and not delegating. Some tasks I feel no-one can do as well as I can.For example we have this one large report on a sha red drive that needs to be updated on a regular basis, my team provides me all the numbers, and I enter all the numbers. I think to myself that I must be the most handsomely paid data entry person in the world. This is only one example of my lack of delegating skills. This weakness can sometimes create a bottleneck of work for me whereas I should be spending my time on more pressing matters. Additional it demonstrates lack of confidence and fails to develop my team into future leaders. I have been in a position tenure were a disaster. I had a high turnover rate and a low production rate.I would say that early in my position I used an autocratic approach that Just did not work for me. These types of leaders keep close supervision of employees and have a purely professional relationship with their staff. They make decisions on their own without input from others. They dictate the who, how and when of work assignments. When I think about Autocratic leadership I equate that too micro- m anager. When it was me, I spent more time watching them then working on my own assignments. Not very productive and it was too stressful for me. Another type of leadership style is the delegated.As previously stated this would be very difficult for me to be. This leader assigns work and leave's an employee to their own talents and resources to complete tasks. The employee can come and go as they wish as long as assignments or tasks are completed and turned in on time. Because outcomes are my responsibility I need to be involved in tasks, I need to know that things are on schedule and getting done. By being an active participant helps me to reduce my stress and be more in control. By having a better understand of different types of dervish styles helps me to be a more productive leader in a couple different ways.By taking away qualities from other styles of leadership help me to become a better- rounded leader. First it reminds me how I use to feel earlier in my position. I was stres sed out, tense, abrupt, and totally ineffective. I realize that the autocratic style of leadership definitely has its place and may be effective for others; however it is not the approach that works for me. I am much happier by having a relationship with my employee. I feel it is important to connect personally with those that you spend 40 lust hours every week with. I like to work with people and not have people work for me.Different leadership styles can cause conflicts in the workplace. For example a problem that can arise in the work place could be a personality conflict. An example of this is when new management comes on board and different personalities and leadership styles are introduced. Change is never easy; establish if it is thrust upon you. Another conflict that can occur is often due to emotion and perceptions about somebody else's intentions. This can occur for example when a leader showing favoritism for one employee over another. One of the worst things you can do t o lose the respect of your subordinates by not being fair.Respect is paramount to achieve success. There are a couple of ways to overcome personality conflicts in the workplace. For one is to take the time to get to know your employees. By getting to know them, you are letting them get to know you. It is a win, win situation. Another way to avoid conflict especially if you are a new manager coming into a situation is by being clear about the direction and changes you have planned. Honesty and immunization are key to conflict resolution. An always remember the best way to prevent personality conflict in the workplace, is to not take things personally.It is Just business, not personal. Fairness is of the utmost importance when dealing with teams. Favoritism has no place at work and if a manager demonstrates that they will not have the trust of their employees. Trust is a major issue, and to build trust you must be impeccable with your word. By again communicating clearly goals and obj ectives and being consistent with your follow through is a good start to build trust. But if it needs to be said, I'll say it, don't show any favoritism! It will be detrimental to the success of a team and all should be treated equally.Although we are all different, there are potential advantages that may be created between different leadership styles. An effective manager will recognize when to use which leadership style in order to produce results. An autocratic leader makes it own decisions without any input from others and this could be beneficial when a new direction or a drastic change is necessary. When timing is crucial and decisions need to be made this leadership style has its advantages. A delegating approach to leadership is the polar opposite and will assign task, provide necessary resources, and guidance, but backs off and let the team work at their own pace.This style would be advantageous if you work with a group that is highly effective, experienced, and motivated. Then there is the participative approach to leadership that is somewhere in the middle of autocratic and delegating styles. This leader is very hands on and works with the team by building morale and most effective if demodulating is an issue. By empowering them to be part of the decision making recesses the employee feels important and can motivate them to go above and beyond what is expected of them.To increase productivity you can capitalize on the different styles of leadership based on the individual situations. If you are in a position where decisions have to be made quickly, use the autocratic style of leadership. This style of leadership can also be a benefit if your work is particularly stressful. This can allow a person to concentrate on doing their Job and not worry about making decision. Utilizing a delegating approach allows a leader to capitalize n individual employee's strength and talents to increase productivity.This style allows for flexibility and better collabora tion. In a participative style of leadership this encourages employees to share or participate in the decision making process. Which gives the employee a vested interest in their work and can benefit productivity. Rather than sticking to one type of leadership approach evaluate the circumstances and adjust your style. The best leaders can adjust their thinking to how it is most beneficial at different times, remembering that productivity depends on effective leadership.

Change Management Plan

This document will cover Riordan Manufacturing’s current management plan and the new proposed plan. It will also cover how the management plans on changing this plan over the next 12 months. Change Management Plan Riordan Manufacturing is a company which operates its official system like a bureaucracy. Every division has a manager and that manager responds to their manager who then reports to the president and CEO Dr. Michael Riordan. The bureaucracy is established like a matrix system. Every division consists of those who perform specific jobs. Every division has their own informal systems. These informal systems are created by building working associations collectively. Riordan motivates every worker to report any problems that they may have directly to their supervisor. This lets every worker, as stated in Riordan Manufacturing’s Worker Handbook, â€Å"Our experience has demonstrated that when workers deal openly and directly with administration, the work atmosphere can be fantastic, interactions can be obvious and attitudes can be optimistic. † By opening up the door to open interaction with all administration it improves worker behavior since they are capable to convey their values and problems. When workers are motivated to express themselves freely it increases the dedication to the organization and increases job satisfaction. Although Riordan Manufacturing desires to apply a fresh client administration method, Riordan Manufacturing must continue to adopt the matrix structure which they presently have set up. By setting up a fresh client administration system it will let every place be capable to assess the info for every client regardless of what place they would be at. Maintaining the existing matrix system will let and continue to improve team attempts to develop the complete work which is expected from every division. Riordan Manufacturing is a plastics production organization which employees more than 500 individuals. They have organizations in Albany, Georgia, Pontiac Michigan, Hangzhou, China, and San Jose, California where their company head office is located. Riordan items contain plastic drinks cans, customized plastic components, and plastic fan components. Their major clients are auto and plane component producers, soft drink producers, Department of Defense, and appliance producers. Worker conduct affects how they work and react to their work, managers, and clients. The company tradition at Riordan contains equity, confidence, commitment, have an inventive and team work atmosphere, impairment accommodations, performance assessments, worker rewards for example 401K, academic help, health and life insurance, respect vacations, honor vacations, assistance with day care, and employees compensation insurance coverage. Riordan seems to be a production organization which tries to become a choice for their clients rather than being a problem to their clients. Although this organization might be a great organization they just like any other producer have issues that must be tackled together with modifications which might influence the organization for the organization to remain in the loop with present economy problems. Some workers can't cope with modification and they may become unwilling. Some workers avoid modification is because of the lack of knowledge regarding the modification, comfort, personal private views, lack of confidence. However, even though the workers are being resistive, the administrators are intending to cope with the opposition and assist workers cope with the modification more efficiently. Administrators may apply the modification by conveying clearly, being straightforward, and acknowledging their worries together with acknowledging and respecting the workers. Administrators may rovide reinforces and support by letting workers to meet with them face to face with regards to the modification or the worker could benefit from some additional coaching. Administrators might place the resistive workers with somebody who is already using the modification, therefore the worker that is not adjusting will see a confident and administrators may make certain they have set some objectives to make sure the success of the modification was worthwhile and advantag eous. Modification is a part that needs constant and continuous quality of improvements. During the months administrators must be sure that the modification they put in place keep growing and continue to remain effective. Administrators can perform this by applying reaction to areas which are in danger, continue to make contact with their workers whether it is through phone, email, individual to individual, text messaging, or memo. Safety precautions will also continue to be managed and improve, and when the economy changes medical care in the organization might accommodate employee’s requirements. Staff and administration attitudes will remain optimistic, involve your workers, care for their views, ideas, thoughts, continue to provide training sessions, set objectives and goals (praising the workers might be a plus), and encourage inspiration in which this will let the workers to be more devoted. Administrators may assess achievement by viewing how the organization modifies that went into effect is up and running, organization numbers/sales haven't decreased, and workers are producing good results. To assess failure it would be the total reverse, however what would it be to assess. In case the organization is failing or haven't seen any growth then they must put forth one more change. Communication Plan When modification is introduced in the office it may also bring opposition from workers. This opposition arises from a modification in routines, anxiety about the unfamiliar, a reduction in a sense of safety, or even a danger to associations to name a few. While developing an interaction to workers, administration must try to train regarding the modification as well as contact as many employees as is possible. Doing so will likely reduce the opposition from workers and let approval of the modification. Administration must pick a type of interaction to convey administration modification at Riordan Manufacturing which will reach all workers with the same information. In this situation the best way to contact the most workers is to utilize a mix of a memo and e-mail. In these types of interactions, administrators must express why the modification is essential, what the modification will bring to the company, and develop a fresh mission. Describing the modification to workers will train them on why the modification must be made and provide them insight into the unfamiliar. The new administration mission will assist create company tradition that workers can buy into. Using a memo and e-mail is the most efficient way to convey the modification to the workers. This technique additionally permits the identical information to be sent. The information being sent is vital in order that workers aren't getting different info regarding the modification. While transmitting the message to workers, some hurdles might come up. Some workers might not read the message that will lead them to be unaware. Administrators must contact front line supervisors to make sure that all workers have read the message. A read receipt may also be linked to the e-mail to make sure that workers are getting the email. The information found in the message must also help the modification in a positive manner. Some workers might take the information as a bad modification that will enhance opposition. Team conferences must take place in order that supervisors can go over the content in the memo and e-mail. These conferences will let supervisors to deal with any queries regarding the modification and put the workers relaxed. Conveying modification is a vital method utilized to permit the change to be finished properly and keep worker spirit. Conveying modification in the office is essential to reduce opposition among employees. This interaction must try to train workers regarding the modification to assist put the employees relaxed. This information must be created in a manner to reach all workers with the same message in order that all workers are receiving the same info. Conveying modification in an efficient manner will probably enhance approval of modification and maintain the company tradition unchanged. Valued Employees of Riordan Manufacturing: The organization has made a decision to apply a client administration method which will permit you to easily monitor our clients. Administration knows that we have put great accountability on you to manage client info and wish to provide you the methods to do this job more efficiently. This info might be better more effective when we keep it in a uniformed style and saved in a convenient location. By applying this method we are allowing the info to be easily available to all workers and will get rid of any requirement for substantial searching. We know that info, if not saved correctly will get lost, and we don't want to endanger the client associations which you have worked so carefully to maintain. Formalized training will be given to all workers prior to execution. Our objective is to ensure that you are happy using the latest program before it's put into use. We have created a formalized coaching agenda for following week to make sure everybody has had time to see, work, and know the program. Administration knows that knowing latest method is a difficult job, however we are assured you will notice the advantage of this latest program. We thank you all for your persistence and assistance. Please contact your immediate supervisor with any queries or problems. Thank You, Riordan Manufacturing Management This document has successfully explained the new management plan and a plan on how the management is going to convey that message to their employees. After reading everything the reader should have a better grasp on what the management is doing and when the changes are going to be implemented. References Robbins, S. P., & Judge, T. A. (2011).Organizational behavior (14th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. https://ecampus.phoenix.edu/secure/aapd/CIST/VOP/Business/Riordan/index.asp

Chromosomes and Heredity essays

Chromosomes and Heredity essays The theory of the genetic basis of heredity was quite unheard of until the time of Gregor Mendel who proved with his experiments on pea plants that organisms inherited their traits from their parents. It was Mendel who first proposed that genes were the basic units of all living organisms. Children receive half their chromosomes from their father and half from their mother and hence they share the character traits of their parents. Each human being has two complete sets of 23 chromosomes, which are responsible for controlling all the bodily functions. Each parent in effect contributes one complete set of the 23 chromosomes to the child. Genetic information is stored inside the chromosomes in the forms of DNA strands and there are around 40,000 genes, which are responsible for instructing the ribosomes to synthesis specific proteins. (for specific functions). A particular gene is responsible for a particular character trait and parents pass on genes to their children, which is the fundamental principle behind inheritance. Furthermore every gene may have two or more different forms known as alleles. The genetic makeup of a person called the genotype is actually the combination of these inherited alleles. A person may either have homozygous alleles or heterozygous alleles. Alleles for a particular trait may either be dominant or recessive. The phenotype (physical appearance) of the person is determined by the expression of the dominant alleles. There are some cases where neither of the alleles are totally dominant in which case the phenotype is a combination of the phenotypes of both the alleles. So we see that the phenotype or the ultimate physical trait of a person is directly dependent upon the genetic information received from the parents. ...

Chokepoints Definition and Explanation

Chokepoints Definition and Explanation There are approximately 200 straits (narrow bodies of water connecting two larger bodies of water) or canals around the world but only a handful are known as chokepoints. A chokepoint is a strategic strait or canal which could be closed or blocked to stop sea traffic (especially oil). This type of aggression could surely cause an international incident. For centuries, straits such as Gibraltar have been protected by international law as points through which all nations may pass. In 1982 the Law of Sea Conventions further protected the international access for nations to sail through straits and canals and even ensured that these passageways are available as aviation routes for all nations. Gibraltar This strait between the Mediterranean Sea and Atlantic Ocean has the United Kingdoms tiny Gibraltar Colony as well as Spain on the north and Morocco and a small Spanish colony on the south. United States warplanes were forced to fly over the strait (as protected by the 1982 conferences) when attacking Libya in 1986 since France would not allow the U.S. to pass through French airspace. Several times in our planets history, Gibraltar was blocked by geologic activity and water could not flow between the Mediterranean and Atlantic so the Mediterranean dried up. Layers of salt at the bottom of the sea attest to this having occurred. Panama Canal Completed in 1914, the 50-mile long Panama Canal links the Atlantic and Pacific Oceans, reducing the length of the journey between the east and west coasts of the United States by 8000 nautical miles. About 12,000 ships pass through the Central American canal each year. The United States retains control of the 10-mile wide Canal Zone until the year 2000 when the canal is turned over to the Panamanian government. Strait of Magellan Before the Panama Canal was completed, boats traveling between the U.S. coasts were forced to round the tip of South America. Many travelers risked disease and death by attempting to cross the dangerous isthmus in Central America and catch another boat to their destination to keep from sailing the extra 8000 miles. During the California Gold Rush in the mid-19th century there were many regular trips between the east coast and San Francisco. The Strait of Magellan lies just north of the southern tip of South America and is surrounded by Chile and Argentina. Strait of Malacca Located in the Indian Ocean, this strait is a shortcut for oil tankers traveling between the Middle East and the oil-dependent nations of the Pacific Rim (especially Japan). Tankers pass through this strait bordered by Indonesia and Malaysia. Bosporus and Dardanelles Bottlenecks between the Black Sea (Ukrainian ports) and the Mediterranean Sea, these chokepoints are surrounded by Turkey. The Turkish city of Istanbul is adjacent to the Bosporus in the northeast and the southeast strait is the Dardanelles. Suez Canal The 103 mile long Suez Canal is located entirely within Egypt and it is the only sea route between the Red Sea and the Mediterranean Sea. With Middle East tension, the Suez Canal is a prime target for many nations. The canal was completed in 1869 by French diplomat Ferdinand de Lesseps. The British took control of the canal and Egypt from 1882 until 1922. Egypt nationalized the canal in 1956. During the Six-Day War in 1967, Israel seized control of the Sinai Desert directly east of the canal but relinquished control in exchange for peace. Strait of Hormuz This chokepoint became a household term during the Persian Gulf War in 1991. The Strait of Hormuz is another critical point in the lifeline flow of oil from the Persian Gulf area. This strait is closely monitored by the U.S. military and its allies. The strait connects the Persian Gulf and the Arabian Sea (part of the Indian Ocean) and is surrounded by Iran, Oman, and the United Arab Emirates. Bab el Mandeb Located between the Red Sea and Indian Ocean, the Bab el Mandeb is a bottleneck for sea traffic between the Mediterranean Sea and Indian Ocean. It is surrounded by Yemen, Djibouti, and Eritrea.

Car Manufacturing and Costing Systems Essay Example | Topics and Well Written Essays - 750 words

Car Manufacturing and Costing Systems - Essay Example Meanwhile, by 1939, the UK car manufacturing Industries have reached to the extent where they seconded the United State worldwide in terms of manufacturing car, as there were 20 Independent car manufacturing companies based in UK. Additionally, according to Stephen King (2005) that "BEFORE THE Second World War, there were hundreds of UK car companies. Had you wanted to buy a car, you could have opted, in the 1930s, for an elegant Alvis. Going back a bit further, you might have preferred the rather underrated, yet classy, Albion. Now, with the administrators called in to sort out MG Rover, it looks increasingly likely that you will no longer be able to 'Buy British' at all unless you're heading for the niche world of Morgan or for self-employment as a taxi driver". The costing system that was used in most manufacturing companies in the 1930s was the volume based costing system. This therefore implies that this costing system must have been employed in the car manufacturing process in the United Kingdom during this period. A volume-based costing system is a costing system that assigns overheads to products based on the output level achieved. (Blocher et al, 2005). Overhead or indirect costs are arbitrarily assigned to products based on either labour or machine hours rather than based on the product's demand for activities and thus resources. (Blocher et al). A vA volume based costing system allocates costs to products using arbitrary methods such as direct labour hours. These systems have proven to be appropriate when manufacturing systems used to be labour intensive, when labour used to be the principal value-adding activity in the raw material conversion process. (Cooper and Kaplan, 1992). However, with the advent of sophisticated technological developments and automation of manufacturing processes, direct labour is no longer directly working in the conversion of materials to products. Instead labour is simply engaged in setting up machines and supervising production activities (Kaplan and Cooper, 1992). Under the volume based costing system products that are manufactured in low quantities tend to incur more costs than those that are produced in large batches. The costs incurred per unit on these low-volume products are usually higher than that for the high-volume products. (Kaplan and Cooper, 1992). Therefore, when a volume based costing system is used to allocate overhead costs to products both low- and high-volume products are allocated equal amounts of costs. (Kaplan and Cooper, 1992). Activity based costing (ABC) a cost accounting system that recognizes the fact that costs are incurred by each activity that takes place within the organization and that products (or customers) should bear costs in proportion to their demand for activities (Owe and Law, 1999) is the costing system that was used in the UK car manufacturing industry in the year 2000. This is so because car manufacturing in the year 2000 became computerised and the role of labour in manufacturing was mainly supervisory. Apportioning overheads using labour or machine hours while appropriate in the 1930s could not be appropriate in 2000. ABC was proposed by Professor Johnson

Development of a microfluidic device for extraction Essay

Development of a microfluidic device for extraction - Essay Example This newly microfluidic device for protein extraction may find an application in the area of proteomic research. Keywords: Microfluidic device; Sol-gel; Silica monolith; Protein extraction; Octadecyl (C18) 1. Introduction It is becoming increasingly important in the development of new medicines to use important a microfluidic tool for identifying proteins implicated in disease pathways. As the search for novel molecules to tackle diseases increases, the need to identify proteins on biological targets also increases. Efficient extraction of proteins is the most critical step for proteomics by removing the interfering materials and improving the detection sensitivity (Ahn & Wang, 2008). The recently invented silica monolithic materials are highly permeable to liquid flow and have high mass transport compared with the packed beds. Moreover, the monolithic stationary phase does not need frits, which can cause air bubbles to form and the proteins can be adsorbed into the frits and remain trapped (Cabrera et al., 2002 ). Fabrication silica monolith inside the microfluidic devices can decrease the volume of the sample and the reagents, and reduce the time of the analysis (Girault et al., 2004). Bienvenue et al. (2006) have observed that the negative aspect of the sol-gel monolith in microfluidic device is the fact that it shrinks while the monolith is formed. They further explain that this is can then cause the creation of an opening between the silica network and the microchip wall resulting in reduced surface area for protein adsoption. The aim of this contribution is to investigate the fabrication of a simple microfluidic device contained in a crack-free silica monolith to decrease sample handling, reduce contamination, be truly portable, and decrease analysis time. Moreover, its aim is to modify the surface of the silica monolith to Octadecyl silica (ODS) to use it for pre-concentration and extraction of proteins. 2. Materials and methods 2.1. Chemicals and materi als Poly (ethylene oxide) (PEO) MW=10,000 Da, trimethylchlorosilane, tetramethylorthosilicate 99 % (TMOS), chlorodimethyloctadecylsilane 95 %, 2,6-lutidine 99 %, NaCl, and trizma base were purchased from Sigma Aldrich (Poole, UK) and used as received without any further purification. Bovine pancreas insulin, bovine heart cytochrome C, chicken egg white lysozyme, ?-lactoglobulin from milk bovine, haemoglobin from human, and bovine serum albumin (BSA) were purchased from the same. Nitric acid, ammonia, toluene, HPLC grade acetonitrile (ACN), and trifluoroacetic acid (TFA) was obtained from Fisher Scientific UK Ltd. (Loughborough, UK). MicroTight Adapter was purchased from Kinesis (Cambs, UK). Poly (ether ether ketone) (PEEK) tubing was purchased from Anachem (Luton, UK). 2.2. Instrumentation Baby bee syringe pump from Bioanalytical System Inc. (West Lafayette, USA). The instrument used for detection was HPLC-UV detection: 785A UV/Visible Detector from Perkin Elmer (California, USA). T he reversed-phase analytical column was Symmetry C8 column, 4.6 mm ? 250 mm packed with silica particles (size 5 Â µm) from Thermo Fisher Scientific (Loughborough, UK). Scanning electron microscope (SEM) (EVO 60. Manufacturer: Carl Zeiss Ltd. (Welwyn Garden City, UK). SEMPREP 2 Sputter Coater from Nanotechnology Ltd. (Sandy, UK). 2.3. Fabrication of the silica-based