How Fast Does the Earth Spin

The Earth is always in motion. Although it seems like we are standing still on the Earths surface, the Earth is spinning on its axis and  orbiting the sun. We cant feel it because its a constant motion, just like being in an airplane. We are moving at the same rate as the plane, so we dont feel like were moving at all.  Ã‚   How Fast Is the Earth Rotating on Its Axis? The Earth rotates on its axis once each day. Because  the circumference of the Earth at the equator is 24,901.55 miles, a spot on the equator rotates at approximately 1,037.5646 miles per hour (1,037.5646 times 24 equals 24,901.55), or 1,669.8 km/h. At the North Pole (90 degrees north) and South Pole (90 degrees south), the speed is effectively zero because  that spot rotates once in 24 hours, at a very, very slow speed. To determine the speed at any other latitude, simply multiply the cosine of the degree latitude times the speed of 1,037.5646. Thus, at 45 degrees north, the cosine is .7071068, so multiply .7071068 times 1,037.5464, and the speed of the rotation is 733.65611 miles per hour (1,180.7 km/h). For other latitudes the speed is: 10 degrees:  1,021.7837 mph (1,644.4 km/h)20 degrees: 974.9747 mph (1,569.1 km/h)30 degrees: 898.54154 mph (1,446.1 km/h)40 degrees: 794.80665 mph (1,279.1 km/h)50 degrees: 666.92197 mph (1,073.3 km/h)60 degrees: 518.7732 mph (834.9 km/h)70 degrees: 354.86177 mph (571.1 km/h)80 degrees: 180.16804 mph (289.95 km/h) Cyclical Slowdown Everything is cyclical, even the speed of the rotation of the Earth, which geophysicists can measure precisely, in milliseconds. Earths rotation tends to have a five-year span, where it slows down before speeding back up again, and the final year of the slowdown correlates with an uptick in earthquakes around the world.  Scientists predicted that due to being the last year in this five-year slowing cycle, 2018 would be a big year for earthquakes. Correlation is not causation, of course, but geologists are always looking for tools to try and predict when an earthquake is coming.   Doing the Wobble Earths spin has a bit of a wobble to it, as the axis drifts at the poles. The spin has been drifting faster than normal since 2000, NASA has measured, moving 7 inches (17 cm) per year to the east. Scientists determined that it continued east instead of going back and forth because of the combined effects of the melting of Greenland and Antarctica and a loss of water in Eurasia; the axis drift appears to be especially sensitive to changes happening at 45 degrees north and south. That discovery  led scientists to finally be able to answer the long-held question of why there was drift in the first place. Having dry or wet years in Eurasia has caused the wobble to the east or west. How Fast Does the Earth Travel While Orbiting the Sun? In addition to the rotational speed of the Earth spinning on its axis, the planet is also speeding at about 66,660 miles per hour (107,278.87 km/h) in its revolution around the sun once every 365.2425 days. Historical Thought It took until the 16th century before  people understood that the sun was the center of our section of the universe and that Earth moved around it, instead of Earth being stationary and the center of our solar system.

The Pioneer Investigation From Brown Kulik Essay

Vivid autobiographical episodic memories formed when an individual experiences intense emotions, generating from a surprising public event defines Flashbulb memories (FBMs). Permanent and consistent recollections processed cognitively and stored as explicit remembrances in long term memory are additional features of FBMs (Goldstein, 2014). Brown Kulik (1977) first proposed this phenomenon and argued FBMs are resistant to change like photographs. The ongoing debate over the process of cognition in relation to storing and recalling FBMs led numerous researchers to advance their understanding of the mental processing of FBMs and to evaluate the impact emotions have on memories. This paper discusses the pioneer investigation from Brown Kulik. It further explores debates opposing their unique theory of FBMs and the apparent inadequacies of their conclusions. Additionally, this paper examines plausible hypotheses from researchers of the effects on FBMs like emotions, rehearsing events, t he formation and inconsistencies of FBMs, and the decay FBMs endure over time. Finally, it evaluates a contemporary study on temporal lobe epilepsy and FBMs and the necessity for future studies to develop a model to precisely measure FBMs. This is imperative in order to benefit our comprehension of the influences emotions have on shaping, processing and storing FBMs cognitively and consequently how it impacts on our daily lives. One theory of how emotion may influence the cognitive process ofShow MoreRelatedThe Pioneer Investigation And Findings From Brown Kulik s 1977 Essay2051 Words   |  9 PagesRecollections of vivid autobiographical episodic memories formed when an individual experiences intense emotions, generating from a surprising public event defines Flashbulb memories (FBMs). Permanent and consistent remembrances processed cognitively and stored as explicit recollections in long term memory are additional features of FBMs (Goldstein, 2014). Brown Kulik (1977) first proposed this phenomenon and argued FBMs are resistant to change like photographs. The ongoing debate over the process

Separation Process Essay Example For Students

Separation Process Essay Separation Process 1. Separation has to be initiated in the system through Ultimatix by your supervisor. You may track your workflow through the below navigation path: Ultimatix – HR Management – TCS Employee Self Service – Track My Workflow – New Separation Process. 2. Please ensure that your separation process is approved at all levels in the system. 3. Please give your consent to the Resignation Acceptance Mail sent by the HR. 4. Please meet your respective HR for the Exit Interview; Once this is complete your papers would be forwarded to the attrition Cell. . After your details are sent to the Attrition Cell (this needs to be confirmed with your HR), you need to visit the Attrition Cell twice. First visit should be at least three days prior to your last working day. You would be required to carry the copy of your previous 2 months pay slip during your first visit. The second visit would be on the last working day. 6. If you have any Valid Visa / Work P ermit / Petition applied for, from TCS, inform the Travel Dept. , HR the Separation Cell immediately so that the same can be cancelled by the concerned Authorities. Kindly note, you need to submit your passport to the Travel Department and hence its advisable that you initiate your cancellation well in advance so that you can have your passport back with you by the time your last working day approaches. If the cancellation takes time then the Travel Dept. will keep you informed on this and you need to collect the passport accordingly as the cancellation is done. 7. The Attrition Cell will initiate the clearances for Library, IDM Admin Team one day prior to your Last Working Day. You need to ensure that you follow up with the respective departments to get it cleared with no dues. 8. After the clearances (with no dues) you would be given your first release letter on your last working day. Your experience letter would be sent across to you by post after your Full and Final settlement is done by the Corporate FFS Team (corporate. [emailprotected] com). This takes around two to three months. 9. Please note that dues (if any) payable by you are to be in the form of Demand Drafts only . You are requested to be there at the Separation Cell during the first-half of the day (on your first visit) and as the amount is specified to you, you can accordingly arrange for the draft. 10. During your notice period, you can not apply for leave (except for Sick leave and for this you need to provide the medical documents Certificate for the duration of absence) 11. Please note that you need to be available till the end of business hours on your last working day. 12. Please submit all the pending claims and have the same approved at all levels of approval before your last working day. 13. Please note that depending on the time of the batch run there is a possibility of you losing your Ultimatix and other accesses during the last working day hence if you may need any of your document print outs (Compensation / Increment letter / Pay Slips etc. ) or Gems Redemption from Ultimatix then request you to take/do the same well before your last working day. 14. Do find below the co-ordinates of the Separation Cell: Contact: M Kalaa (m. [emailprotected] com) / Nandkishore Wagh (nandkishore. [emailprotected] com) / Kandvel Mudaliar (kandvel,[emailprotected]) / Santosh Mudaliar (santosh. [emailprotected] com) Location: Desk: 4E32/37/38, Fourth Floor. TCS. Gateway Park. Akruti Business Port. Road No 13, MIDC. Andheri (E). Mumbai 400093. Contact Number: 022 67799484 / 95112. We wish you all the best for your future endeavors!! Regards, HR Coordinates

Performance Appraisal Essays - , Term Papers

Performance Appraisal Performance Appraisal System The performance appraisal system that the managers in my company used is unfair, non-effective, and bias. In the performance appraisal process most of the employees in my department tend to keep receiving the same appraisal results, year in and year out. Their appraisal tends to become self-fulfilling: if they are done well, they will continue to do well; if they have done poorly, they will continue to do poorly. No matter how hard an employee strives, their past appraisal records will prejudice their future attempts to improve. Poor performers might not be given a fair chance to improve. The good employees are subordinates who seem to be favored by their supervisors. In their relationship with the boss, they enjoy a high degree of trust, interaction, support and rewards. On the other hand, poor performers don't do as well. They appear to be permanently out of favor and are likely to bear the brunt of supervisory distrust and criticism. The effect is therefore similar to the horns and halo effect, supervisors tend to judge employees as either good or bad, and then seek evidence that supports that opinion. It was found that when a good performer did poorly on a task, supervisors tended to overlook the failure or attribute to the causes such as bad luck or bad timing; when they did well, their success was attributed effort and ability. But when a poor performer did well on a task, it was rarely attributed to their effort or ability. And when a poor performer didn't do well, there was little hesitation it citing the cause as laziness or incompetence. It is not clear how supervisors make the distinction between good performers and poor performers. Whatever the criteria, it is clearly not objective, equitable or reliable. This bias must inevitably lead to a distortion of the appraisal process. It must also be a source of frustration for those employees who are discriminated against. Of course, not everyone who gets a poor appraisal result is a victim of supervisory bias. The effects discussed here are tendencies, not immutable effects. But to some extent, it appears that certain employees may be unfairly advantaged, while others are disadvantaged, by bias effects in the judgements of supervisors. It is a fundamental principle of performance appraisal that employees should have the chance to improve their appraisal results - especially if their past results have not been so good. It is a very serious flaw in the process of appraisal if this principle is denied in practice. Business