The Sperm and the Egg

AP Chemistry Course and Exam Topics

AP Chemistry Course and Exam Topics This is an outline of the chemistry topics covered by the AP (Advanced Placement) Chemistry course and exam, as described by the College Board. The percentage given after the topic is the approximate percentage of multiple-choice questions on the AP Chemistry Exam about that topic. Structure of Matter (20%)States of Matter (20%)Reactions (35–40%)Descriptive Chemistry (10–15%)Laboratory (5–10%) I. Structure of Matter (20%) Atomic Theory and Atomic Structure Evidence for the atomic theoryAtomic masses; determination by chemical and physical meansAtomic number and mass number; isotopesElectron energy levels: atomic spectra, quantum numbers, atomic orbitalsPeriodic relationships including atomic radii, ionization energies, electron affinities, oxidation states Chemical Bonding Binding forcesa. Types: ionic, covalent, metallic, hydrogen bonding, van der Waals (including London dispersion forces)b. Relationships to states, structure, and properties of matterc. Polarity of bonds, electronegativitiesMolecular modelsa. Lewis structuresb. Valence bond: hybridization of orbitals, resonance, sigma and pi bondsc. VSEPRGeometry of molecules and ions, structural isomerism of simple organic molecules and coordination complexes; dipole moments of molecules; relation of properties to structure Nuclear Chemistry Nuclear equations, half-lives, and radioactivity; chemical applications. II. States of Matter (20%) Gases Laws of ideal gasesa. Equation of state for an ideal gasb. Partial pressuresKinetic-molecular theorya. Interpretation of ideal gas laws on the basis of this theoryb. Avogadros hypothesis and the mole conceptc. Dependence of kinetic energy of molecules on temperatured. Deviations from ideal gas laws Liquids and Solids Liquids and solids from the kinetic-molecular viewpointPhase diagrams of one-component systemsChanges of state, including critical points and triple pointsStructure of solids; lattice energies Solutions Types of solutions and factors affecting solubilityMethods of expressing concentration (The use of normalities is not tested.)Raoults law and colligative properties (nonvolatile solutes); osmosisNon-ideal behavior (qualitative aspects) III. Reactions (35–40%) Reaction Types Acid-base reactions; concepts of Arrhenius, Brà ¶nsted-Lowry, and Lewis; coordination complexes; amphoterismPrecipitation reactionsOxidation-reduction reactionsa. Oxidation numberb. The role of the electron in oxidation-reductionc. Electrochemistry: electrolytic and galvanic cells; Faradays laws; standard half-cell potentials; Nernst equation; prediction of the direction of redox reactions Stoichiometry Ionic and molecular species present in chemical systems: net ionic equationsBalancing of equations including those for redox reactionsMass and volume relations with emphasis on the mole concept, including empirical formulas and limiting reactants Equilibrium Concept of dynamic equilibrium, physical and chemical; Le Chateliers principle; equilibrium constantsQuantitative treatmenta. Equilibrium constants for gaseous reactions: Kp, Kcb. Equilibrium constants for reactions in solution(1) Constants for acids and bases; pK; pH(2) Solubility product constants and their application to precipitation and the dissolution of slightly soluble compounds(3) Common ion effect; buffers; hydrolysis Kinetics Concept of rate of reactionUse of experimental data and graphical analysis to determine reactant order, rate constants, and reaction rate lawsEffect of temperature change on ratesEnergy of activation; the role of catalystsThe relationship between the rate-determining step and a mechanism Thermodynamics State functionsFirst law: change in enthalpy; heat of formation; heat of reaction; Hesss law; heats of vaporization and fusion; calorimetrySecond law: entropy; free energy of formation; free energy of reaction; dependence of change in free energy on enthalpy and entropy changesRelationship of change in free energy to equilibrium constants and electrode potentials IV. Descriptive Chemistry (10–15%) A. Chemical reactivity and products of chemical reactions. B. Relationships in the periodic table: horizontal, vertical, and diagonal with examples from alkali metals, alkaline earth metals, halogens, and the first series of transition elements. C. Introduction to organic chemistry: hydrocarbons and functional groups (structure, nomenclature, chemical properties). Physical and chemical properties of simple organic compounds should also be included as exemplary material for the study of other areas such as bonding, equilibria involving weak acids, kinetics, colligative properties, and stoichiometric determinations of empirical and molecular formulas. V. Laboratory (5–10%) The AP Chemistry Exam includes some questions based on experiences and skills students acquire in the laboratory: making observations of chemical reactions and substances; recording data; calculating and interpreting results based on the quantitative data obtained, and communicating effectively the results of experimental work. AP Chemistry coursework and the AP Chemistry Exam also include working some specific types of chemistry problems. AP Chemistry Calculations When performing chemistry calculations, students will be expected to pay attention to significant figures, precision of measured values, and the use of logarithmic and exponential relationships. Students should be able to determine whether or not a calculation is reasonable. According to the College Board, the following types of chemical calculations may appear on the AP Chemistry Exam: Percentage compositionEmpirical and molecular formulas from experimental dataMolar masses from gas density, freezing-point, and boiling-point measurementsGas laws, including the ideal gas law, Daltons law, and Grahams lawStoichiometric relations using the concept of the mole; titration calculationsMole fractions; molar and molal solutionsFaradays law of electrolysisEquilibrium constants and their applications, including their use for simultaneous equilibriaStandard electrode potentials and their use; Nernst equationThermodynamic and thermochemical calculationsKinetics calculations

The Structure Of Criminal Justice System Essay Example | Topics and Well Written Essays - 250 words

The Structure Of Criminal Justice System - Essay Example Trial courts and police departments are organized at a city as well as country levels. The statewide system has many variations, which are determined by factors like overcrowding of local jails, court congestions, problems of justice administration and differing types of crime. US Congress, FBI, Secret Service are major parts of the federal system along with defense and public attorneys, the Federal Sentencing System and US Bureau of prisons. Dealing with crimes that involve laws of immigration and income tax also come under this domain. (Criminal Justice System) This relates to the goals, values and specific procedures of applicable criminal laws. While state legislative bodies have powers to enact statutes to deal with various offenses, local legislative bodies have the power to enact ordinances creating minor offenses. However, many criminal statutes are general in nature and can be interpreted by courts at various levels. In addition, certain defenses like a defense of property, self-defense, duress, and insanity do not have any statutory basis.(Criminal Justice System) The criminal justice investigation starts with a behavioral definition of the criminal act, while criminal case processing has many stages with the involvement of different agencies at each stage. Many offenses come to the knowledge of police only after the crime has been reported, minor crimes, like traffic violations and disorderly conduct, are directly dealt by local law enforcement officers.

Citrus industry in Florida Research Paper Example | Topics and Well Written Essays - 1250 words

Citrus industry in Florida - Research Paper Example In 1834, citrus groves were being cultivated by farmers, which were interrupted by the occurrence of a freeze in February of 1835 (Florida’s Citrus Production 2013). The freeze, which happened on February of 1835, killed all the fruit trees in St. Augustine as temperature dropped to seven degrees above zero, thus, robbing people of their income (Dobson 2009). The farmers’ recovered production for the succeeding fifty-one years as the state only experienced warm winters; during this time, northeast Florida, as well as St. John’s County, became the hub of citrus supply (Dobson 2009). In the 1890’s, citrus production increased to five million boxes per year due to the demand for the said fruit in the northeast and the existence of rail lines, which promoted long distance shipping of the citrus fruits (About Citrus 2012). In fact, in the year 1894, the shipment of crates of citrus to the north amounted up to 5,000,000 (Dobson 2009). On December of 1894, anothe r freeze happened, killing all of Florida’s orange crops in its wake. On the eighth of February the following year, another freeze came about, bringing about the same disastrous effects; such was its impact that on 1896, Florida was only able to ship a little above 100,000 crates of oranges (Dobson 2009). The freeze caused the abandonment of citrus groves in the North of Florida and the production of melons and potatoes in its place (Dobson 2009). This was the most severe in the history of freezes that Florida had undergone (Timeline of Major Florida Freezes 2013). In 1901, there were little above 1,000,000 crates produced (Dobson 2009). In 1917 and 1934, still the state was plagued with the same natural calamity; the freeze of 1934 resulted in the formation of the Federal Frost Warning Service -- a replacement of the train whistles, which warned people of imminent frosts in the previous years (Dobson 2009). The occurrence of continuous freezes in December of 1934, as well as on February of 1935, yielded a negative impact as it reduce production from a million boxes to just below 150,000 boxes of citrus (About Citrus 2013). Again, the farmers planted their citrus crops, yet another freeze took its toll in

Self Assessment Paper Essay Example | Topics and Well Written Essays - 1500 words

Self Assessment Paper - Essay Example 1). Therefore, the implication of this score on one’s future employer where managers believe in theory Y is that they could design motivational strategies that would empower employees like me to work with proper recognition and acknowledgement. Personal Values The top three personal values were identified in these areas with the following scores: family (200), social (200) and intellectual (200). The lowest personal value is spiritual (70). These indicates how I regard these values are paramount in one’s life. The implication of this is crucial in the organization where I would be part of to balance time spent for work and family life, as well as in social and intellectual endeavors. Intolerance for Ambiguity My score for this assessment is 52. The mean that was noted in the interpretation was actually 49; therefore, the score that I generated was actually a little bit higher than the mean. This could indicate a higher tolerance for ambiguity or a slightly high preponde rance for risky endeavors or delving into the unknown. The implication of this is that future organizations could tap my willingness and ability to adapt and adjust to turbulent situations; as such, I am not easily swayed or detracted from facing challenges and adversities. Two-Factor Profile My MF score is 40; while my HF score is 30. This means that I regard greater importance on motivating or satisfying factors than in hygiene or dissatisfying factors according to Herzberg’s two-factor theory (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012). This also means job content is more important to me than job context. The implication of this result is that managers should focus on motivators through job content if they want to influence or motivate employees like me. Your Personality Type The score that was generated for this assessment is 35. This is indicative of a Type A personality which was described to be hurried and competitive. The implication of this as one is a member of a n organization is that my personality type should complement that of others; otherwise, if all members of the organization are all competitive, there could be increased pressure to exhibit a stipulated level of performance that could be stressful and extremely challenging. Time Management Profile My score for this assessment is 4. As indicated, the higher the score, the closer one’s behavior matches the recommended time management guidelines. In this regard, one strongly believes that my score is an indication of the need to improve on time management to coincide with those prescribed by the organization or institution that one would eventually serve. Week 2: Are You Cosmopolitan? My score in this assessment is 23. This means that that I am within the mixed orientation (between being manifesting a cosmopolitan orientation and a local orientation) or one exhibiting and identifying a career profession and that of an employing organization. Thus, the implication is that being at mid-point, I could assume both preferences and orientation that the two extremes apparently exhibit.

Effects of globalization on hospitality and tourism industry

Effects of globalization on hospitality and tourism industry In recent years, organizations in the hospitality and tourism industry have experienced a great deal of turmoil as the competitive forces within their industry have shifted under the weight of globalization. To survive, many companies must now build competitive advantage by relying on their employees to implement improved service delivery processes. Shifting travel markets, world-class competition, and escalating operating costs are forcing hospitality and tourism organizations to pay more attention than ever before to the needs and desires of their customers. This means that companies are having to find ways to become more responsive and create greater value for their customers. The quality of an organizations service delivery hinges in part upon its people. How frontline personnel act has a determining influence on customers perceptions of service quality and, in turn, on the overall level of customer satisfaction. However, even employees who are not directly involved in serving the customer have an indirect impact on customer satisfaction by means of the backup support they provide to frontline staff. The important role employees play in the success of service organizations, human resource management has traditional been a weak link in the hospitality and tourism industry. QESTION 1 Explain the communication process and same common forms of communication use in hospitality and tourism industry. INTRODUCTION QUESTION 1 Communication is perhaps the most important and most used of all skills in the hospitality and tourism industry. Managers spend the largest portion of their time in verbal or written communication with their employees, other managers, or outside parties. Frontline employees have frequent interaction with customers and other employees. Other staff members communicate among themselves, as well as with their managers, frontline employees, suppliers, and so on, to give and receive the information they need to perform their jobs. Communication has been recognized as the means by which both people and the organization survive. When human beings lack the ability to cope with life, the source of the problem is often a lack of appropriate information. Incomplete and unorganized information places a heavy strain on the ability of people make sense out of their existence. Their performance of a job depends on having the necessary information, having the skills to do a job depends on the quality of communication during the skills acquisition period. 1.1: Verbal communication Verbal communication is further divided into written and oral communication. The oral communication refers to the spoken words in the communication process. Oral communication can either be face-to-face communication or a conversation over the phone or on the voice chat over the internet. Spoken conversation or dialogs are influenced by voice modulation, pitch, volume and even the speed and clarity of speaking. The other type of verbal communication is written communication. Written communication can be either via snail mail, or email. The effectiveness of written communication depends on the style of writing, vocabulary used, grammar, clarity and precision of language. 1.2: Nonverbal communication Nonverbal communication is such as facial expression, gestures, posture, and tone of voice is an important component of personal business interactions. Nonverbal communication can help a small business owner to get a message across, or to successful interpret a message received from another person. On the other hand, nonverbal communication can also send signals that interfere with the effective presentation or reception of message. Nonverbal communication is usually understood as the process of communication through sending and receiving wordless messages. Such messages can be communicated through gesture body language or posture, facial expression and eye contact, object communication such as clothing, hairstyle or even architecture, symbols and info graphics. Speech may also contain nonverbal elements knows as paralanguage, including voice quality, emotion and speaking style, as well as prosodic features such as rhythm, intonation and stress. Likewise, written texts have nonverbal elements such as handwriting style, spatial arrangement of words, or the use of motion. However much of nonverbal communication process has focused on face-to-face interaction, where it can be classified into three principal areas and they are environmental conditions where communication takes place, the physical characteristics of the communicators, and behavior of communicators during interaction 1.3: Verbal VS Oral communication Scholars in this field usually use a strict sense of the team verbal, meaning of or concerned with words, and do not use verbal communication as a synonym for oral or spoken communication. Thus, vocal sounds which are not considered to be words, such as a grunt, or singing a wordless note, are nonverbal. Sign languages and writing are generally understood as forms of verbal communication, as both make use of words although like speech, both may contain paralinguistic elements and often occur alongside nonverbal messages. Nonverbal communication can occur through any sensory channel sight, sounds, smell, touch or taste. Nonverbal communication is important as when we speak or listen, our attention is focused on words rather than body language. But our judgment includes both. An audience is simultaneously processing both verbal and nonverbal cues. Body movements are not usually positive or negative in and of themselves; rather, the situation and the message will determine the appraisal . Interaction of verbal and nonverbal communication. When communicating, nonverbal messages can interact with verbal messages in six ways and they are repeating, conflicting, complementing, substituting, regulating and accenting or moderating. 1.4: Formal communication Formal communication includes all the instances where communication has to occur in a set formal format. Typically this can include all sorts of business communication or corporate communication. The style of communication in this form is very formal and official. Official conferences, meetings and written memos and corporate letters are used for communication. Formal communication can also occur between two strangers when they meet for the first time. Hence formal communication is stringent and rigid tone to it. 1.5: Informal communication Informal communication includes instances of free unrestraint communication between people who share a casual rapport with each other. Informal communication requires two people to have a similar wavelength and hence occurs between friends and family. Informal communication does not have any rigid rules and guidelines. 1.6: Appearance In oral forms of communication, the appearance of both the speaker and the surroundings are vital to the successful conveyance of a message. Whether we speaking to one person face to face or to a group in a meeting, personal appearance and the appearance of the surroundings covey nonverbal stimuli that affect attitudes even emotions toward the spoken words. For example, a speakers clothing, hairstyle, use of cosmetics, neatness, and stature may cause a listener to form impressions about her occupation, socioeconomic level, competence. Similarly, such details of the surroundings as room size, furnishings, decorations, lighting, and windows can affect a listeners attitudes toward the speaker and the message being presented. The importance of nonverbal clues in surroundings can be seen in the desire of business managers to have a corner office with a view rather than a cubicle in a crowded work area. 1.7: Body language Body language, and particularly facial expressions, can provide important information that may not be contained in the verbal portion of the communication. Facial expressions are especially helpful as they may show hidden emotions that contradict verbal statements. For example, an employee may deny having knowledge of a problem, but also have a fearful expression and glance around guiltily. Other forms of body language that may provide communication clues include posture and gestures. For example, a manager who puts his feet up on the desk may convey an impression of status and confidence, while an employee who leans forward to listen may convey interest. Gestures can add emphasis and improve understanding when used sparingly, but the continual use of gestures can distract listeners and convey nervousness. 1.8: Sounds Finally, the tone, rate, and volume of a speakers voice can convey different meanings, as can sounds like laughing, throat clearing, or humming. It is also important to note that perfume or other odors contribute to listeners impressions, as does physical contact between the speaker and the listener. Silence, or the lack of sound, is a form of nonverbal communication as well. Silence can communicate a lack of understanding or even hard feelings in a face-to-face discussion. CONCLUSION Communication can take any of a wide variety of forms. However, verbal communication is the form that is relied upon most often by managers. To be an effective verbal communicator requires that one adhere to the two basic laws of communication and be skilled in supportive communication. Much communication at the group level is conducted in meetings. Hence, effective meeting skills go hand-in-hand with effective communication within workgroup and teams. Communication at the organizational level can occur either via formal or informal channels. Each of these channels has associated benefits and a drawback, thus which channel is best depends on a given situation. Of utmost importance at the organizational level is to ensure that both internal and external communication systems are working in a way that facilitates the free flow of vital information throughout all levels and functional areas of the company. QUESTION 2 Motivation is the key to keeping performing continuously at the highest standards. How organization motivate their employees to excel at their jobs. INTRODUCTION QUESTION 2 A vital managerial function in any organization is to motivate employees. This is because motivation is inextricably linked to employee satisfaction and ensures employees consistently excel at their jobs. Motivation is especially important in the hospitality and tourism industry, where employee satisfaction and competence are key determinants of service quality. The definition of motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or certain behavior. Motivation is present in every life function. Education is motivated by desire for knowledge. Motivators can be anything from reward to coercion. Motivation plays a major role in achieving high performance in the workplace, which is an important goal of management. However, just because an employee is motivated does not guarantee she or he will perform satisfactorily. Effective performance requires ability, direction, motivation, and support from the work environment. Therefore, changing the performance of workers is rather more complicated than just motivating. In motivation they have two main kinds of motivation and they are intrinsic and extrinsic. Intrinsic motivation is internal. It occurs when people are compelled to do something out of pleasure, importance, or desire. Extrinsic motivation occurs when external factors compel the person to do something. However, there are many theories and labels that serve as sub tittles to the definition of motivation. A common place that can see is the need to apply motivation, is in the work place. In the work place, we can see motivation play a key role in leadership success. A person unable to grasp motivation and apply it will not become or stay a leader. To motivate the employees to excel at their job is the management have to identify what motivates the employees as each employees is likely to be motivated in different ways. For example is they might find that some employees are motivated when given praise for a job well done while others excel when given a bonus or a raise. Second is the management have hold contests that pit employees in one department against employees in another department or even between employees of the same department. Offer a fun reward for those who win the contest and the management also have to listen to the employees and let them know that management are there to support and to listen to them if they have a problem or concern. By listening to the employees, the management also will be able to assess their morale and whether they need motivation. Fourth is the management must allow their employees to use new skills they have acquired. If an employee has learned a new skill or completed a training course, try our best to implement his new skill into his everyday responsibilities and keep the employees from becoming bored. The management should continually strive to ensure that their employees are being used to their full potential rather than under-using them, which can stress them out. The management should be flexible with their employees specific roles within the company. While it is important that their employees fulfill the responsibilities defined in their job description, it is equally important to ensure that the employees are allowed to be creative and to contribute in ways that go beyond their job description and the management must offer positive feedback to employees who are doing a good job. Praise can often be a powerful motivator. The last motivate employees to excel at their jobs is stay focused on motivating their employees, so the management can ensure a high level of productivity from them. If the management notice that employees are starting to lag and lose their motivation, the managements must take action as soon as possible to re-motivate them. In motivation they have seven type of motivation and they are achievement motivation, affiliation motivation, competence motivation, power motivation, attitude motivation, incentive motivation and fear motivation. Achievement motivation is the drive to pursue and attain goals. An individual with achievement motivation wishes to achieve objectives and advance up on the ladder of success. Here, accomplishment is vital for its own shake and not for the rewards that accompany it. Second is affiliation motivation. Affiliation motivation is a drive to relate to people on a social basis. Personnel with affiliation motivation perform work better when they are complimented for their propitious and co surgical procedure. Third is competence motivation. Competence motivation is the drive to be good at something, allowing the individual to perform high quality work. Competence motivated people seek job mastery, take pride in developing and using their problem-solving skills and strive to be crea tive when confronted with obstacles. Fourth types of motivation are power motivation. Power motivation it is drive to influence people and change situations. Power motivated people wish to create an impact on their organization and are willing to take risk to do so. Fifth types of motivation are attitude motivation. Attitude motivation is how people reckon and feel. It is their self confidence, their belief in them selves, their attitude to life. It is how they feel about the possibility and how they react to the past. Sixth motivation is incentive motivation. Incentive motivation it is where a person or a team reaps a reward from an activity. Example of incentive motivation is you do this and you get that, attitude. It is the types of awards and prizes that drive people to work a little harder and the last motivation is fear motivation. Fear motivation is for coercions a person to act against will. It is instantaneous and gets the job done quickly. It is helpful in the short run. The importance of motivation is obvious. The employees need motivation in order to reach their goals. In fact it is one of the most important and driving factor for the employees to reaching their goals. Motivation does not have to be positive emotions. Fear can be very effective motivating factor. Stress is an example of negative motivating ineffective feelings. Most people have a tendency to become narrow sighted when they are stressed, some even get paralyzed or apathy. It is the rewards for reaching the goals that motivates or the feeling of fulfillment when they reach their goals or the satisfaction of being important. In motivation they have behavior styles. If the employees ever come across any of the behaviour matrixs that is available on the market, they will notice some interesting things when it comes to motivation. It is easy to realize that most companies bonus and appraisal system are not very well thought. Usually a behaviour matrix divides people into four different types of behaviour group. The four IDI styles are motivator, producer, processor, and realtor. They all have different needs and are therefore motivated by different emotions. Motivators are people that are good at motivating others, they are often perceived as exciting, fast, outspoken, engaging, enthusiastic, and creating. There is always something new going on. They are often very good at getting others to want to take on new challenges. Their need is to be unique and that is driving their motivation. Producers are people that often are perceived as goal oriented, strong, self confident, practically, down to earth and determent. Producers are good at driving towards goals. Their need is to be in control and that is driving their motivation. Processors are often perceived as well thought, objective, consistent, serious and logical. They are good at structuring and analyzing and their need to understand and that is driving their motivation. Relators are often perceived as supporting, loyal, trustworthy, considerate, calm, friendly and caring. Relators are good at creating and maintaining good relations with others. CONCLUSION Motivation refers to employees willingness to exert high levels of effort toward organizational goals in the expectation that doing so will enable them to satisfy some individual need. Motivation is a necessary, but by itself not a sufficient, condition of effective performance. The recipe for effective performance also calls for employee ability, managerial direction, and a satisfactory work environment. There are various motivational theories and strategies that can be applied at the individual, group, and organizational levels. At the individual level are Maslows hierarchy of needs, Herzbergs two-factor theory, and McClellands manifest needs theory, and equity theory. Motivational theories and techniques that can best be applied at the group level include the Hawthorne effect and equity theory. At the organizational level, the following motivational theories and strategies are most applicable reinforcement theory, job enrichment, job redesign, and the Scanlon plan. CONCLUSION OVERALL People management can be defined as the process of controlling and monitoring individuals. The concept of people management is widely used in organizations where the managers most important task is to manage people. In order to increase the efficiency of the people the manager has to lead, motivate and inspire people. Sometimes rules are defined to manage people like time lines, duties and more. In order to manage the people Human Resource Departments are established in the organization. These departments are specifically responsible to deal with people of organization.

Real Time Article :: essays research papers

The term's misuse creates misunderstanding both inside organizations and out in the market. Real time is expensive. Creating and managing technology applications that operate in real time require a lot of infrastructure, people, and processing power. These are unnecessary if you don't mind if an action occurs "just in time" or "some time later on." A few examples: Â · Real-time analytics and reporting. Does it matter? Depends on the use. For people only concerned with strategy insights, such as paths different visitors types take, or those focused on use of different navigation tools, real time is meaningless. If no action you can take in real time changes the user experience, then time and money spent to get information faster is overkill. The extra information is probably a distraction. If you're an editor and constantly adjust stories and headlines to respond to audience interest, then real-time data can make a difference. It may be a worthwhile investment. Bottom line, real-time analytics are good for tactical applications, overkill for strategic ones. Â · Real-time actionability. As with the above example, this matters if the desired action is tactical. Would very fresh information help someone or something take an action at the same time? If resulting actions are strategic only and not intended to be taken at the same instant the information is created, then real time is wasted technology. You don't need real-time audience information if you only use it at a weekly meeting to discuss behavior trends. Â · Real-time personalization. In personalization, real time is essential. If you want to personalize content for individual visitors, such as weather or commerce recommendations, you must do it in real time. You can't wait minutes or hours to update pages. Visitors won't be there anymore. You can't personalize content without recognizing users and changing content the moment they arrive. Of course, this can be quite expensive. Those with content management systems with personalization have a special appreciation for the processing and data management costs associated with real-time actions at scale. Â · Real-time ad segmentation and targeting. Another example of where real time can really matter. Ad targeting is a very frontline, tactical operation. If you want to deliver a specific ad to a specific type of person, you must identify the person and deliver the ad in real time. To deliver automotive ads to people who viewed automotive content, no matter where they go on the site, you must target as soon as they visit automotive content.