Hydrothermally Green Synthesized Ginger Properties

Hydrothermally Green Synthesized Ginger Properties Hydrothermally green synthesized ginger derived carbon nanodots showing antioxidant, catalytic reducing and anticancer properties* Abstract Carbogenic carbon nanodots containing Curcuminoids and 6-gingerol layers with bulk of resonating non bonded electrons were synthesized using simple and green hydrothermal method from natural herb Ginger. As synthesized C nanodots were characterized using UV-Vis spectroscopy, IR, DLS, and TEM analysis. The antioxidant, catalytic reducing and anticancer properties of C dots were studied using ex vivo KMnO4 reduction assay, catalytic 4-nitrophenol reduction test, and in vitro MTT assay on MCF-7 cell line respectively. These carbogenic carbon nanoparticles shown quantum particle size of 4 nm. The green synthesized C dots shown excellent in vitro biological anti oxidant and anticancer properties along with reducing nature. This study exhibited the novelty of these green synthesized bioactive carbon nanodots for tagging and coating of bioactive materials for drug vectorization, biodetection, biocompatible cell targeting and biological applications. Keywords: Ginger Carbon Dots, Antioxidant, Reducing, Anticancer, MCF-7 cell line. 1. Introduction Carbon nanodots (CNDs), as a new member of carbon nanomaterial family, have aroused great interest because of their outstanding water solubility, high sensitivity and selectivity to target analytes, low toxicity, favorable biocompatibility, and excellent photo stability1-3. Lots of methods for the production of CNDs have been reported such as hydrothermal and solvothermal technology and needs simple equipments. Due to their excellent fluorescence, CNDs have made impressive strides in sensitivity and selectivity to a diverse array of salt ions, organic/biological molecules and target gases4-8. The development of CDs as nano probes is still in its infancy, but continued progress may lead to their integration into environmental and biological applications. CNDs mainly have two major categories as carbogenic and graphitic carbon nanodots. These carbon nanomaterials can be derived from natural resources, biomolecules as carbohydrates, proteins using hydrothermal, solvothermal and microwav e synthetic methods. As synthesized polymeric layer structured CNDs contain N, S, O hetero atoms with Carbon as main elemental composition with SP2 hybridization and along with conjugation and plenty of mobile electrons. Carbogenic carbon quantum dots or CNDs can be derived from natural herbs and wastes and contain mainly SP2 hybridization and conjugation of Carbon atoms and or with S, N, O atoms. CNDs are conjugated systems which have sp2 and sp3 hybridized carbons atoms with plenty of oxygen containing groups. CNDs obtained by the hydrothermal treatment reaction contains ionization, condensation, polymerization, and carbonization by bottom-up method. Such carbon dots may contain plenty of mobile electrons in polymeric layers limiting in size of 2 to 8 nm. and can show excellent non blinking photoluminescence and UV-VIS absorption of radiations9-17. So these CNDs can be used for coating biomaterials, nano probes, nano vectors for bio applications18-22. Ginger is one of the most wid ely used herb condiments in the world and is used as a traditional medicinal herb in eastern countries like India, China, due to its antioxidative, anti-inflammatory, and anti-carcinogenic properties. Curcumin, a hydrophobic polyphenol [(1E,6E)-1,7-bis(4-hydroxy-3-methoxyphenyl) hepta-1,6-dienne-3,5-dione], is a yellow ingredient of ginger, which exhibits many biological activities such as antibacterial, anticancer, and hepatoprotective activities. Curcumin can inhibit the growth of the human cancer cells and change the cell-surface morphology, and trigger pro-apoptotic factor (e.g., mitochondrial damage and caspase activation) to promote cell apoptosis, with low toxicity to other cells. In addition to curcumin, 6-gingerol (a natural analog of curcumin; [5-hydroxy-1-(40-hydroxy-30-methoxyphenyl)3-decanone]) is another abundant constituent of ginger, which exhibits antimetastatic and anti-invasive pharmacological activities on cancer cells. Such active ingredients of ginger can be ac commodated in quantum dot polymeric level by carbonization of ginger to CNDs for use of biological activities and applications. Here in this paper we have synthesized carbogenic carbon nanodots by use of natural herb ginger. After physicochemical characterization of these CNDs, their reducing nature, catalytic activities, biocompatibility, anti oxidant nature and anticancer potential have been checked by various biological screening tests. 2. Materials and Methods 2.1. Materials All the chemicals used for synthesis of CNDs and their biological screening such as NaOH, KMnO4, 2,4-DNP, NaBH4, 4-Nitrophenol, Vitamin-C, 5-Fluorouracil, MTT reagent were of A. R. grade from S. D. fine chem. and Merck ltd. Cell culture medium DMEM, 10% fetal bovine serum, Human breast cancer cell line (MCF-7) were procured from NCCS center, Pune, India. The double distilled water from Millipore system was used throughout the synthesis and testing. 2.2. Methods 2.2.1. Hydrothermal synthesis of Carbogenic CNDs from ginger The carbogenic carbon nanoparticles (CNDs) were synthesized using hydrothermal green method with some modification from natural herb ginger. In brief fresh tenders of rhizomes of ginger were purchased from local market and washed with boiled water. Then the surface cover of tenders peeled and cut into small pieces. These pieces were crushed by mortar and pestle and aqueous extract was taken in appropriate volume(25 ml.) in a beaker. 0.01 M NaOH (10 Ml.) and 15 ml. double distilled water was added in to beaker and basic extract was carbonized at 200oC for 3 Hours. over hot plate under air atmosphere. As formed carbon residue was diluted with double distilled water to 100 ml. and filtered through filter paper no.1. then finally the filtrate was dialyzed through dialysis membrane with porosity 2 nm. for 8 hrs. with stirring. The transparent brown liquid containing carbon nano dots stored in refrigerator for further use. 2.2.2. Structural and morphological characterization of CNDs The structure, hybridization, morphology, particle size and types of atoms of CNDs were confirmed on the basis of physicochemical characterization on the basis of UV-VIS and IR spectral analysis, TEM, DLS analysis. Systronic double beam spectrometer was used for UV-VIS spectral analysis of CNDs with solution conc. of 10  µg./ml. in water prepared after drying CNDs suspension at 100oC with water as blank. TEM image and DLS scattering for particle size of CNDs determined with original CNDs aqueous suspension. IR spectra of CNDs determined using KBr pallet method on Perkin Elmer series spectrometer. 2.2.3. Reducing catalytic activity of CNDs The reducing nature of CNDs along with catalytic activity was determined by reduction of 4-nitrophenol to 4-aminophenol in presence of CNDs with sodium borohydride (NaBH4). The role of CNDs on reduction rate was studied with UV-VIS spectrophotometry. The time required for reduction in presence of CNDs studied by wavelength scan spectra of 4-nitrophenol reduction to 4-aminophenol. Briefly, 2 ml. of 4-nitrophenol(0.01M) and 1 ml. NaBH4 (0.01M) with 1ml. water taken in cuvette and 1 ml. of 10  µg./ml. of CNDs added to this mixture. Suddenly UV-VIS spectra was recorded from 2 minutes after reaction up to 12 minutes. The online real time UV-VIS scan was performed until completion of reaction of 4-NP to 4-AP. 2.2.4. Antioxidant property of CNDs by ex vivo KMnO4 assay The antioxidant activity of CNDs were tested by ex vivo KMnO4 reduction assay with Vitamin-C as standard control antioxidant drug by UV-VIS spectrometer optometric absorbance measurement. Briefly 5 ml. 0.01M KMnO4 reacted with 5 ml. 1mg./ml. CNDs in a hard glass test tube sealed at open end with cotton and incubated in dark for 30 min. at 37oC in CO2 environment of incubator. The absorbance of bare potassium permanganate solution was determined before and after incubation with antioxidant material as OD1 and OD2 respectively. Same test was performed for CNDs and Std. Vitamin-C as control for various concentrations of 0.12, 0.25, 0.5 and 1 mg./ ml. finally the percent antioxidant activity of material determined by using ex vivo assay formula as, Percent antioxidant activity = OD1-OD2 / OD1 X 100 % 2.2.5. Anticancer potential of CNDs by in vitro MTT assay on MCF-7 Cancer cell cultures – MCF-7 (human breast cancer) cell lines were purchased from NCCS, Pune, India. All cell lines were grown and maintained in suitable (DMEM -media and were grown and subcultured in medium supplemented with 10% fetal bovine serum,1% L-Glutamine.1% penicillin streptomycin antibiotic solution. All cells were trypsinated using trypsin-EDTA solution and seeded in 96- well plates. The newly synthesized CNDs were evaluated for their in vitro cytotoxic effects against MCF-7 (Breast cancer cell line), by the standard MTT (3-(4,5-dimethylthiazol-2-yl)-2,5-diphenyl tetrazolium bromide) assay using 5-FU (5-Fluorouracil) drug as a positive control in aqueous form. The MCF cell line was maintained in DMEM medium supplemented with 10 % fetal bovine serum. The cells were plated at a density of 1 Ãâ€" 105 cells per well in a 96-well plates, and cultured for 24 h at 37 °C. The cells were subsequently exposed to 10  µM CNDs.The plates were incubated for 48 h, and cell proliferation was measured by adding 10 µL of MTT (thiazolyl blue tetrazolium bromide) dye (5 mg ml-1 in phosphate-buffered saline) per well. The plates were incubated for a further 4 h at 37  °C in a humidified chamber containing 5% CO2. Formazan crystals formed due to reduction of dye by viable cells in each well were dissolved in 200  µl DMSO, and absorbance was read at 490 nm. The results were compared with the standard drug inhibitors 5 fluorouracil. (10 µg/Ml.) Lastly percent cytotoxicity of CNDs was calculated by using following formula. Percent Cytotoxicity = Reading of control Reading of treated cells / Reading of control X 100 3. Results and Discussion 3.1. Morphological and structural characterization of carbon nanodots 3.1.1. IR analysis The IR spectra of CNDs shown peaks in both the regions of functional and fingerprint signals. The functional group signal region of spectra exhibited the presence of aromatic and conjugated –OH groups, diketone, aromatic conjugated system, while fingerprint region of spectral signals shown presence of aromatic –OCH3 aromatic-H, -CH2 stretch, and presence of sp2 hybridized carbon groups. The IR signal frequency at 3486 cm-1 is due to the aromatic –OH groups. Peak at 2930 cm-1 show presence of conjugated diketonic group. Peak at 1644 cm-1 may be attributed to aromatic -OCH3. All other peaks of spectra in fingerprint area may be due to presence of conjugated –CH groups, aromatic-H, -C=O etc. (Fig.1). hence all these evidences prove the presence of curcuminoids and 6-gingerol layer of CNDs. Hence these CNDs are carbogenic carbon nanoparticles containing sp2 hybridized conjugated carbon atoms containing plenty of Pi and non bonded electrons with chain sizes in nanometer range. 3.1.2. UV-VIS absorption spectra of CNDs The UV-VIS spectra of CNDs shows two absorption peaks at 210 nm. and 315 nm. and with long tailing in visible spectra. These observations clearly indicates the presence of Pi and non bonding electrons in carbogenic CNDs. The absorption peak at 210 nm. shows n to Ï€* transition and peak at 315 is due to Ï€ to Ï€* transition and electron radiation relaxation (Fig. 2). Hence these spectral analysis indicates the presence of conjugated carbon system with n and Ï€ electrons probably due to curcuminoids and 6-gingerol in CNDs with SP2 hybridized carbon in conjugation. So CNDs could contain aromatic conjugated natural carotenoid like diketonic molecular systems of these active ingredients of ginger. The DLS scattering spectra of CNDs reveal that, the average particle size of the carbon nanoparticles is 4 nm. which matched with the TEM image of CNDs and with size of these carbon quantum nanoparticles. The sizes of CNDs varies from 2 to 12 nm. (Fig. 3), but maximum CNDs shows size between 2 to 6 nm. hence these are quantum dot carbon nanoparticles with abundance of mobile electrons responsible for light scattering in DLS and electron scattering in TEM. The TEM image of CNDs proved that there is some aggregation showing amorphous nature and circular morphology of CNDs material. 3.2.1. Reducing catalytic activity of CNDs by reduction of 4-NP to 4-AP The reducing and catalytic nature of CNDs tested by reduction of 4-nitrophenol(4-NP) to 4-aminophenol(4-AP) in presence of NaBH4 by absorbance measurement with time lag of reaction. The initial absorption spectra of 4-NP and peak at 330 nm. vanished after reduction by CNDs in presence of NaBH4 as hydrogen source and CNDs as catalyst. After 12 min. 4-NP is totally converted to 4-AP showing new absorption spectra with peak at 460 nm. the catalytic reduction cycle of reaction completes after 12 min. UV-VIS real time online reaction wavelength scan performed from 2 min. to 12 min. until completion of reaction in cuvette. The formation of 4-AP take place with shifting and dampening of peak of 4-NP and formation of new peak of 4-AP in UV-VIS wavelength scan spectra (Fig.4). Very good antioxidant activity is shown by CNDs derived from natural herb ginger compared with Vitamin-C by ex- vivo KMnO4 assay. The antioxidant activity determined for 0.12, 0.25, 0.5 and 1 mg./ml. concentrations of CNDs and Vit.-C as standard control is represented in Fig.5. The CNDs shows higher antioxidant activity than Vit.-C which increases with increase in concentration of drug. The color of KMnO4 fade after treatment of material and incubation in biological environment conditions, which elaborates the reducing as well as antioxidant nature of control Vit.-C and material CNDs. EC50 minimal inhibition concentration value or half reducing antioxidant activity of Vit.-C and CNDs determined by triplicate absorbance measurement are 0.62 and 0.48 mg./ml. respectively. So CNDs are better option for antioxidant material than Vit.-C for bio applications with minimum concentration for high antioxidant activity. 3.2.3. Anticancer potential of CNDs by in vitro MTT assay on MCF-7 cell line MTT assay performed on MCF-7 human breast cancer cell line for anticancer potential of CNDs with 5-Fluorouracil as control drug shows moderate to good activity against these cells. As CNDs are reducing, antioxidant and contain free mobile electrons they can inhibit growth of MCF-7 by generation of ROS (Reactive Oxygen Species) at acidic pH inside cells. The cell viability of MCF-7 decreased by CNDs up to 64 % at concentration of 5  µg./ml. in sterile phosphate buffer saline with pH=7.4 and up to 78 % at 10  µg./ml. compared with 5-FU to 15 % at 5  µg./ml. and 19 % at 10  µg./ml. respectively. So the EC50 = 5  µg,/ml. shown by CNDs prove that a good candidate drug for anticancer application on selected cell lines without toxicity on normal cells. 4. Conclusion The green, hydrothermal and cost effective synthesis of carbon nano dots from natural herb ginger has been reported in this paper. The synthesized CNDs had shown presence of layers of curcuminoids and 6-gingerol as drug ingredients from ginger with conjugation and plenty of mobile electrons. These CNDs had explored reducing catalytic, antioxidant, anticancer activities. Hence these carbogenic CNDs with 4 nm. mean quantum size exhibited important biological activities. So these water soluble CNDs derived from natural herb and in basic medium by carbonization process can be used as tagging and coating material on bioactive nanomaterials for cell vectorization or probing and for biocatalytic, antioxidant and anticancer applications. Overall the CNDs derived from natural herb ginger exhibit characteristics of: better reducing, catalytic, antioxidant and anticancer activities good water and phosphate buffer solubility hence these are bioavailable drug candidate good stability and low toxicity on normal cells and moderate cytotoxicity on cancer cells quantum dot size and presence of curcuminoids and or 6-gingerol natural multiactive drugs So the CNDs can be better options for toxic quantum dot materials as CdS, and CdSe in biological applications.

Children are never too young to enjoy books

Reading has been proven to create a proliferation of insights and ideas on the reader. During the process, it creates an avenue of learning for an individual. The capability of books to tap curiosity, interest and learning paves the way for better appreciation of the different fields and provide continued growth and development for a person. The capacity of books to address every age group has provided numerous benefits to each one. This part shall look into the benefits of reading to children. Inviting children to read books at an early age can create a fun and fruitful way to discover new things that life has to offer them.Even the simplest form can create a lasting effect in their lives. â€Å"Children are never too young to enjoy books, and for babies it's not just about reading the words. It's also about enjoying the interaction with the parents as the child sits with them and enjoys the attention. † (The Kids Window, p. 1) Creating appreciation for books at an early age can give children the proper foundation for the future. â€Å"It's also a good age to learn the basics of language and numbers, and reading along to stories and counting books will aid their understanding of words and numbers. † (The Kids Window, p. 1) For teenagers, reading is also deemed vital.Studies have shown that people with a keen interest in reading show exemplary performance not just in school but also in other activities as well. â€Å"When teens read more than just their classroom assignments, research clearly shows that they generally do well in school. † (Gisler & Eberts, 2006, p. 1) Reading creates avenues for children to expand their horizons over their area of interests. This helps them in addressing the challenges present in school. Reading can help increase vocabulary, deepen analytical skills and improve writing skills. â€Å"This leads to a solid core of knowledge that is useful in a wide variety of classes.† (Gisler & Eberts, 2006, p. 1) Las tly, reading among teenagers gives them the capacity to perform well in the future particularly college exams. â€Å"No other activity builds the vocabulary and comprehension skills needed to do well on these tests as well as reading. † (Gisler & Eberts, 2006, p. 1) For adults, reading can create huge benefits. Adults will â€Å"have a better chance for a successful, fulfilling adult life. † (Jewell, 2007, p. 1) Adults can use books to inform of them of new trends and issues present in the environment. With these they can be more adaptive and dynamic to change.â€Å"And with the explosion of information in the workplace, only avid readers can stay well informed with relative ease. † (Jewell, 2007, p. 1) Reading can also help adults to â€Å"acquire the ability to sift information and to understand how unrelated facts can fit into a whole. † (Jewell, 2007, p. 1) By practicing reading as an alternative for work, it can help adults be relieved from stress an d fatigue. With reading, adults can learn additional information, critically assess important things, impart experiences and beliefs and at the same time enjoy from the pleasure it brings. To conclude, reading has been an important facet of human behavior.Maintaining a passion for reading can create unlimited opportunities for the reader. Given the positive effects that reading can give to an individual, it is important not to neglect and be taken for granted. As new technology creates opportunities for each individual to tap on new ideas, information and pleasure easily, preference for reading books is slowly diminishing. The challenge now is to revitalize reading to people. People must reach out to the public and create awareness of what reading can contribute to society. Be able to prove that until now reading is still vital in the holistic growth and development of an individual.In the end, reading will still be an important activity that can create possibilities for all people wherever age group they are in. References Eberts, M. Ed. S and Gisler, P. Ed. S (2006) Benefits of Reading as a Teen. Retrieved October 11, 2007 from http://school. familyeducation. com/teen/reading/40617. html Jewell, A. V. (2007) Benefits of Reading in family. org. Retrieved October 11, 2007 from http://www. family. org/entertainment/A000000969. cfm The Kids Window. Young Children and the Benefits of Reading. Retrieved October 11, 2007 from http://www. thekidswindow. co. uk/childbooks/benefits-of-reading. htm

English Lit – Descriptive Writing

Describe the scene at a train station It is 8 o’clock in the morning at Liverpool train station, the busiest hour throughout the whole day, it’s also known as the rush hour. Trains of all imaginable colours gradually draw to a halt, causing a slightly burned smell from the brakes. As the automatic doors fly open, continuous flows start of people shoving and pushing, rushing to get off into the already crowded station. The noise of the tannoy is hidden beneath the murmur of the crowds of people.Mothers franticly scan for their lost children, while groups of people and tourists rush out eagerly ready to explore the city. Teenagers huddled together by the walls giggle to each other while on their new, shiny blackberry mobiles. People sigh due to the now prolonged waiting for the toilets as the queues start to grow. Unfortunately the smell of urine diffuses into the air from the toilets. Business people in their smart suits and briefcases march through the station, obliviou s to anything that is going on.Impatient men and women stomp their fingers on the touch screen ticket machine, hoping that by doing so it will work faster. They then become even more frustrated when they then discover the escalator is not working and have to drag their entire luggage down it. Before the exits, there are many food and drink shops, such as McDonalds, Pizza Hut and Starbucks. There’s a fighting battle for smells as people walk through the centre. Greasy fries and burger smells emmiting from MsDonalds, followed by coffee and cakes from Starbucks, then Pizza and burned wedges from Pizza Hut.

The Promise President Obama Essay - 1668 Words

When Barack Obama stood before a cheering crowd in his home state Illinois and announced his candidacy, no believed that this guy had any chance of winning the nomination. Majority of Americans did not believe that the country was actually ready for an African-American president with a promise of changing the course of politics in Washington. However, on November 4, 2008, for the first time, the citizens of the United States elected an African-American president with a name Barack Hussein Obama. It proved to be one of the most fascinating presidential elections in American history. The power of democracy once again proved to be the only thing necessary for the triumph of a person. And his inauguration on January 20, 2009, inspired not only†¦show more content†¦In â€Å"The Promise: President Obama, Year One†, Jonathan Alter tries to examine President Obama’s first year in office. He uses his exclusive access to President Obama and his aides, to provide an insig ht look into his policies and also to his character as a person. Anyone who’s involved in politics and understands the political ideology of today will certainly place the book under liberal column. However, it is also important to understand the overall point of Alter’s book, which is not to persuade the readers, but rather provide them with necessary insight look into president Obama’s first year in office. By providing those information, the readers themselves, can be able to exploit president Obama’s strength and weaknesses in his first year in office. And also to see whether president Obama was able to deliver the change candidate Obama promised during the elections. In â€Å"The Promise†, Alter tries to look into one of the most important promises candidate Obama made for his young voters, which is Education reforms. 20th President of the United States, James A. Garfield said, â€Å"Next in importance to freedom and justice is popular education, without which neither freedom nor justice can be maintained† (Berg 43). It is quite important to understand that the values like freedom and justice, for which this nation had paid a huge price to achieve, cannot be maintained without education.Show MoreRelatedBarack Obama s President Of The United States1504 Words   |  7 Pages A promise, including trust, is a statement that assures an individual it will be accomplished. When a promise is made by a person and it is kept, they are seen as reliable or able to be counted on in the future. If the promise is broken, the person is seen as â€Å"untrustworthy.† Candidates are known for making promises during their campaign election to t he public in order to win. 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American History And The Colonization Of North America By...

Americans are taught one narrative of the colonization of North America; it is the European or white man’s version of events. Children all over the United States see pictures of Indians barely wearing clothes and wearing headdresses covered in feathers and larger than the very heads they sit on. Though, this narrative is not contained to inaccurate history books it is represented in books, movies even advertisements. Time and time again Indians are portrayed as savages who lack morals and are devoid of humanity. Recently author Daniel K. Richter has asked us to â€Å"Face East† to not only get a better understanding of American history but also to better understand the Indians and what happened to them.1 â€Å"Facing East† means to look at the same stories but from the perspective of the Native Americans. Perhaps, this is not as easy as it sounds as only Europeans had a system for writing down events; Indians told stories, one generation to the next and as the tribes were slowly eradicated they took the stories to the grave. There are, however, a small number of surviving Indians who were able to translate a few stories. When â€Å"Facing East† perhaps its best to start at the beginning, the first meetings between the Europeans and the Native Americans. There have been two very different narratives of the beginning of the relationship between the two. First, there is the account of the Pilgrims at Plymouth; they celebrated with the Indians who taught them how to survive. The

The Scientific Method A Brief History and Description

Introduction In basic terms, no single person can be credited for having developed the scientific method singlehandedly. In that regard, it can be noted that the scientific method has been refined and fine tuned over time by some of the greatest thinkers in history. In this text, I come up with a brief description of the method as well as its history. Further, I highlight the contributions made by a number of philosophers in the development of the scientific method. The Scientific Method: A Brief History and Description The scientific method according to Coon and Mitterer (2008) can be defined as a form of critical thinking based on careful collection of evidence, accurate description and measurement, precise definition, controlled observation, and repeatable results. The authors further note that this method ideally comprises of a number of steps or elements. 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Situational leadership theory free essay sample

In this report the approaches and methods of PricewaterhouseCoopers of keeping employees its main asset, are analysed and explained. PwC uses internal and external types of recruitment through different programmes, advertisements on its web-site, journals and so on. It uses its unique method of selection including online-application, assessment centres and tests, interviews. It is putting all effort on recruiting its employees by providing trainings, promotion, rewards and professional qualifications. PwC’s organisation culture is based on teams and uses range of team formation approaches as Tuckman’s theory and Belbin Team Roles. According to the Forbes magazine (2012), PricewaterhouseCoopers (PwC) achieved the fifth place in UK’s and America’s Largest Private companies’ rating with labour force of 180,529 employees in the industry of accountancy and business services. It was voted by students as the number one Graduate Employer in the Times Top Graduate Employers survey for the last six years, was given the highest rank out of the Big Four in The Sunday Times Best Big Companies to Work For UK survey, and also was named one of The Times Top 50 Employers for Women for the last three years (PwC Careers, 2013). The objective of this report is to analyse PwC organisation’s human resource management strategy and approach, and to apply theories into practise of real example of existing company with its own HRM plan. Chapter 1: Recruitment, Selection and Retention Procedures 1. 1 Recruitment Recruitment is the process of analysing the availability of vacancies and filling them with right combination of candidates (InterActive World Wide, 2013). Usually, the recruitment process covers stages as: identifying vacancies, internal or external recruiting decision, job analysis of job description and person specification (InterActive World Wide, 2013). . 1. 1 Types of Recruitment. Internal Recruitment at PwC When the job becomes available in PwC they use two types of recruitment methods: internal and external. They start with the internal recruitment method which according to Schermerhorn, (2010), looks for candidates within the organisation, PwC puts a job vacancy announcement at the staff rooms or cafeterias in order to be seen by employees who are interested in the vacancy, it uses its internal newsletter, intranet and Talent Management Strategy – employees interested in switching the job. External Recruitment at PwC Human Resources department uses external recruitment method, outside candidates’ search as states Schermerhorn, (2010), as a second step in recruiting process by posting the job vacancy in the PwC Careers website, also, it uses recruitment agencies, student recruitment programs, for instance with New Castle University, printed journals and electronic as ratemyplace. co. uk and so on (Lindsay, Wickson, Sidwell, 2013; PwC Careers, 2013). PwC uses the most cost-effective way of recruiting and selecting new candidates. . 1. 2 Job analysis Job analysis is a process of gathering and dissecting information about the capacity of the existing job; it is done to state a job description, which is a written assertion of the content of the job, and person specification, which is an analysis of a personality the employer searches for (InterActive World Wide, 2013). 1. 1. 2. 1 Example of Job Description at PwC, (PwC Careers, 2013) 1. 1. 2. 2 Example of Person Spec ification (Model), (PwC Careers, 2013) 1. 1. 2. 3 Example of Person Specification (Table), (PwC Careers, 2013) Skills Essential Desirable Written and Verbal communication skills Team working skills Knowledge of the systems for processing extensive payroll Knowledge of intricate payroll issues Organisational skills Certificate or Diploma in Payroll Management (IPPM/Payroll Alliance) Microsoft Excel skills Skills in supervising teams Skills in setting up new payrolls Customer service skills Experience 1. 2 Selection The following process that goes after recruitment is selection, which filtrates candidates to choose the most appropriate one (InterActive World Wide, 2013). . 2. 1 Selection Methods Job advertisement is where recruitment process ends and selection takes place. It is continued by methods of selecting, used whether isolated or combined, application or CVs, interviews, selection testing and assessment centres In PwC when it comes to selection process, PwC UK uses a variety of selection methods, which do not focus only on academic achievements and experience, for instance, they recruit studen ts with leadership skills and so on. For selection process PwC has several steps: Online form, Online assessments, First Interview, Assessment day, Final Interview, Offer, Pass checks (PwC, 2013). The whole process takes from four to six weeks, which is followed by checks of recent employment and education provided in application (PwC, 2013). 1. 2. 2 Legal, regulatory and ethical issues According to observation based on PwC Careers, (2013), web-site and PwC Recruitment, (2013), as well as PwC Selection, (2013), web-pages PwC meets all legal, regulatory and ethical requirements of UK government regulations. Also, as PwC is a global organisation you have wide international opportunities to move to another country or city, or use Early PwC International Challenge (PwC: Early PwC International Challenge, PwC Careers: International opportunities). Chapter 2: Build winning teams 2. 1 Team definition There are a lot of definitions of team; according to Belbin, (2012), a team is an accumulation of people, where each one plays its own role that is comprehended by the rest of members. However, Robbins, (2009), states that a team works through coincidence and cooperate effectively towards specific objectives. Types of Team There are so many types of teams, which PwC tries to use simultaneously, for instance, problem-solving teams, self-managed work teams, cross-functional teams and virtual teams. The most common types used in organisation are cross-functional teams and self-managed work teams. The first one is used the most at PwC, it involves managing employees from different departments and with common responsibilities in one team: an employee from Deals department could be managed to work with Assurance, Law and Tax departments towards one customer or project (Jackson, Shuler and Werner, 2008). . 2 Motivation 2. 2. 1 Meaning of motivation and Herzberg Motivation Theory Mitchell, (1982), defines motivation as the level to which a person desires and determines to engage in set identified behaviours. According to Kets de Vries, (2001), the most effective companies set values that determine the right conditions for high performance, and so does PwC UK. It always seeks a potential in its em ployees and a passion to drive motivation and get more efficiency from them. According to the Herzberg et al, (1959), motivating factors are promotion, sense of personal achievement, responsibility and recognition, where hygiene factors include salary, company policy and working conditions. PwC uses variety of reward and bonus approaches, for instance, according to Burchell and Robbin, (2010), spot bonuses to the national Chairman’s Award program, which rewards outstanding persons and teams for distinctive service provided to the clients. 2. 3 Building Winning Teams at PwC 2. 3. 1 Team formation theories and implementation PwC considers different team-building approaches which vary according to the department, specific objectives, and customer and so on. Two main methods of Belbin Team Roles, forming teams based on their characters: Plant, Co-ordinator (Belbin UK, 2012); and Tuckman’s team formation theory, which suggests five stages of team formation: Forming, the first stage where team-members get along together with the task; Storming, when places, way of achieving goal in team are argued; Norming, agreement; Performing, effective team operation; and Adjourning, the disbandment of team (Johnson, 2009). PwC UK uses different approaches, however their whole work is centralised over team working, because dealing with customers is an unexpected work, and so they build effective teams to avoid dissatisfaction of a client (PwC Careers: Our people). According to Robbins, (2009), implementation demonstrates a process including interested parties which training and supporting during specific period of time. 2. 3. 2 Conflict resolution Indisputably, each team and group work faces conflicts, however they can be either useful or frustrating. PwC as every global company tries to avoid frustrating conflicts, but burst useful ones, because they are not damaging the whole productivity, but suggest new ideas, involve critical thinking. The way PwC deals with non-effective conflict is simple; it provides its managers and team-leaders with all necessary trainings and seminars, for instance, â€Å"Conflict solutions†, â€Å"How to avoid conflicts† and so on (Weihrich and Cannice, 2010). 2. 4 Diversity at PwC PwC is one of the most diversified companies in the UK, because their value is that people is their greatest asset and also, it is one of the most internationally based organisations with employees in countries (PwC: Annual Report, 2013). According to Hankin, (2005), diversity is a condition of organisational culture with mix of people from different backgrounds, with different culture and traditions, languages, ages, professions and so on. And to make this entire global and large company to work, and work effectively it puts strong emphasis on the diversity. PwC uses three basics: diversity paradigms, its principles and training; by providing these trainings they make sure that diversity is managed effectively within teams, so they can perform to the best of their abilities as a team (Williams, Champion and Hall, 2011). PwC uses white men running diversity program along with Coca-Cola and Georgia Power (Williams, Champion and Hall, 2011). Moreover, PwC was rated as the most female friendly organisation by Diversity Works for London, (2008). Chapter 3: Leadership 3. 1 What is Leadership? Terms leader and manager A term â€Å"leader† does not have a particular definition, it is interpreted variously. According to McFarland (1969) leader is the one who makes things happen which are not happening otherways, however Schatz and Schatz (1986) state that leader is a person who influences people and results around him. Although, manager and leader are correlated, their meanings are different, where according to Rost, (1991), manager uses authority and leader – influence, for employee communication. 3. 1. 2 Theories and Styles of Leadership Cragan, Wright and Kasch, (2008), suggest that there are three types of leadership styles: autocratic, leader is authoritative; democratic leader is communicative; and laissez faire, total freedom for team-members. Furthermore, there are two most used theories of leadership: Trait theory of leadership and Behavioural theory (Fairholm and Fairholm, 2009). Trait theory suggests that character, social and personal features or traits, define successful leaders; whether Behavioural theory believes that a skill of leadership can be learned by anyone. Leadership Model at PwC Relying on observation it can be inferred that PwC uses Situational leadership model, which uses approaches of Directing, Coaching, Supporting and Delegating. PwC leader takes into consideration each member of team if he is an intern or expert, it encourages team-members to help each other and so on. However it is important to mention that no particular style is adopted by PwC it combines and changes according to situation. According to Dowling and Breitfelder, (2010), PwC is the best example of â€Å"in-depth† Global Leadership Development program. PwC uses diversity of which lasts from 2001 until now with Ulysses (Pless et al, 2011) PwC pays a lot of attention to developing leaders for its company. As it was mentioned above, it even sponsors such student organisations as AIESEC through developing potential employees-leaders directly from the university (AIESEC, 2012). There is no particular style adopted by PwC. It tries combining and changing them according to appropriate situation in order for employees and objectives to be motivated. Motivation theory with the style and the leadership model impact employee motivation of PwC. McClelland’s Needs Theory suggests that there are three basic needs of employees: Need for Achievement, Need for Affiliation and Need for Power. These needs can be related to Maslow’s Hierarchy, according to Pattanayak, (2005), Need for Achievement to Self-actualisation Need, Need for Power to Esteem Need and Need for Affiliation to Love Need. As PwC puts its employees as its main asset, it supports Democratic leadership style. PwC’s Democratic style is strongly related to Situational leadership model, as in autocratic and laissez faire environment it would not be effective. Together with style and model it can be inferred that all motivational needs of employees are fulfilled through PwC’s leadership model which involves employee engagement and empowerment. 3. 3 Employee empowerment at PwC Employee empowerment gives information and opportunity to employees for decision-making and working directly with the customers (Ginnodo, 1997). In other words, it is communication between employee and company. Communication is a process of exchanging information between people, which is a principal part of organisational culture; keep employee informed of organisation’s decisions and upcoming events is very important for employee’s condition in company, as it can either motivate or demotivate him. PwC is mainly working with customers that is why it tries to empower as much employees as possible because best knowledge of dealing with customers comes through experience. However, in order to be empowered, employee should have reliable background, achievements or some experience of working in PwC; because managers rely on them to limit the risks. Employee engagement at PwC According to Harter et al, (2002) and Towers Watson, (2008), employee engagement is concerned with involving employees, fulfilling their needs and building relationship between employees and organisation (Holbeche and Matthews, 2012). In other words, employee engagement is delegation, a realisation of outcomes via achievements of others, in other words managers strongly use it as giving tasks and some responsibilities to employees (Burns, 2002). Empowerment or communication, engagement or delegation are not only beneficial for employees, but also for PwC. For instance, they are good motivators, which raises efficiency, brings new and fresh ideas, sometimes they save money, because you don’t pay for extra-responsibilities, they help company to understand who can be a good leader or a manager so it is easier to decide who can be promoted, eventually they build team-based environment and strong organisational culture, where employees trust PwC and vice versa. However, there is the main disadvantage of taking risks, which can lead PwC to lose customers, damage the relationship between them which are paramount. Nevertheless, PwC always tries to use all of these tools, because it is a modern organisation, which main assets are customers and employees. Chapter 4: Performance management and individual assessment 4. 1 What is Performance Management? 4. 1. 1 Performance Management Process Performance management is interpreted variously, however Hendry et al, (2000), describe it more basically as it works for achieving organisational goals through strategic approach of developing individual and team performance. Figure 4. 1 Performance Management Process (Hendry et al, 2000). Performance Management Process involves several steps: Diagnosis personal improvement needs and activities can be presented through SWOT analysis or Skill Audit Evaluation Plan and set SMART goals for individual development Feedback Develop methods for improving those needs identified in a. Dealing with Feedback Identify appropriate method(s) of feedback to ensure quality performance. Improving Performance Develop and evaluate a performance monitoring plan by assessing relevant criteria against each of the deliverables a to d. According to Saks and Hoccoun, (2010), PwC provides a lot of trainings to its managers of performance management and training assessment . Individual assessment at PwC 4. 2. 1 SWOT analysis The first step which helps PwC carry observation is to gain data from individual Skill audits or SWOT analyses of employees. The position of evaluated person is an auditor in Assurance Department in PwC, London, UK. Opportunities Threats Opportunities available Living in London Get professional auditing qualifications Improve team-work skills Threats that could damage ambitions or career prospects Competency Fear of offending Visa problems Put strengths into opportunities Ambitious Put most effort into job Persistent (on my goals) Can achieve best feedback, show competitiveness and get positive references from colleagues Motivate other people Become an efficient manager Nothing can influence decision All long and short-term goals will be achieved Openness Can have great relationship both with directors and colleagues Confident with computer Is capable of doing all tasks with computer Threats which arise because of the personal areas of weakness identified? Competency Fear of offending Feels nervous and not so persistent with defending my opinion and point of view. Visa problems Is afraid of being refused of UK Visa . 2. 2 SMART Goals Each goal set by manager should be SMART: (S) – it particularizes the main aim of the goal (M) – measures appraisal of performance (A) – determines that goal is realistic (R) – determines the necessity of the goal (T) – detects the duration of goal completion 4. 2. 3 Methods for achieving needs Relying onto inferred SMART goals it is indicated th at this employee needs variety of training and development programs, as well as occasion one-to-one interviews. This is the standard PwC model of training which it follows relying onto identified skills and determined goals. This is one of their method of achieving needs (Figure 2). Figure 2 (PricewaterhouseCoopers, 2012). According to Rasche and Kell, (2010), PwC pays a lot of attention to processes for performance and its evaluation, training and rewarding employees, prizing and improving diversity. There is also a Project Ulysess, which is used as a training employees to become leasers. According to PricewaterhouseCoopers, (2012), Narrative Report, PwC uses similar methods of evaluating its employees and board, usually it uses paper questionnaires and one-to-one interviews. Evaluation process is very important to PwC, because when it comes to team formation managers consider mix of skills, experience, knowledge and diversity of each employee (PricewaterhouseCoopers, 2012). Also, line-managers usually set meetings inside each group or department where he highlights main observed weaknesses and strengths, which build the whole picture of the team, and also, the outcomes are shared and are used for the formation of development programmes. 4. 2. 4 Feedback methods PwC uses variety of types of feedback. All employees throughout the year receive spoken and inscribed feedback. And here is appropriate to use spoken as well as written feedback. It will be structured, include specific observations of the PwC behaviours, highlighting strengths and field for development. After that, in order to review this feedback an employee will meet with the coach or line-manager to classify the way of strength improvement and weaknesses betterment. 4. 3 Personal Development Plan (PDP) Personal Development Plan Objectives (original) Objectives (reset) Success Criteria Actions Implementation #1. Improve qualification statement through completing ICAEW professional qualification program Needs to finish professional program in two years Achieve good feedback from managers and team leaders Team participation and impact into customer service have to rise constantly after undertaken actions Being able to deal with more complex payrolls and financial audits Complete syllabus of 14 exams, and pass all of them Learn how to structure audits properly and make reports based on computer applications Achieve more than 50% for each examination taken Will finish qualification program and then work for a year, applying the knowledge in order to perform better and increase efficiency 2. Improve team working skills Needs to improve team-working skills in 2 years Be able to get along with people lightly and detect mutual interests very quickly Avoid arguments during the team work or solve them without aggress Divide capacity of work optimally between team members Buy a book and discover different methods how to communicate with people and work in a team Pass team-building and team-de velopment programs Learn about different types of characters, nationalities and ages of people Help organizing relationships within company and workplace Be able to work in team efficiently and profitably #3. Improve leadership skills Needs to improve skills in 3 years Being able to put forward valuable arguments Suggest possible and convenient solutions to challenges and consider everybody’s opinions Being able to build a team and encourage people to work hard Pass leadership program at PwC and out of the company Prepare a basic strategy how to build respect among workers Read books about biographies, stories of different leaders and famous people Take responsibility of some projects or group assignments Be able to lead teams, bring forward new ideas #4. Improve critical thinking skills Needs to improve skills in a year Being able to analyse situations and adopt to new circumstances very quickly Being able to undertake responsibility in difficult situation and solve it Being able to oversee different solutions and their consequences Being able to evaluate and criticize my own works and actions Take public speaking training, in order to be able to defence own attitudes and ideas Surf in the internet and take different tests about developing critical thinking Buy books with critical tests and tasks Read about people and their bad and good solutions of different situations at work, and what did it make in a result Fulfil the weakness of uncertain speaking and be able to structure responses properly Being able to solve problems quickly, think more diverse and making decisions with better critical observation 5. Conclusion Summing up all the theories, points and examples presented, it can be inferred that PwC has its own unique scheme of Strategic Human Resource Management processes as: recruitment, selection, retention, diversity development; its approaches in employees’ motivation, leadership, team-building and performance management. PwC tries to combine different training, development and management models at the same time, it pays a lot of attention to diversity of company and to ethical and legal regulations in support of disabled employees. It engages and empowers its employees, rewards them and provides as much training and effort to them as possible. That is why it is called the number one Graduate Employer in the Times Top Graduate Employers survey for the last six years.