Analysis of Marks and Spencer Plc

Analysis of Marks and Spencer Plc Marks and Spencer (MS) is one of Britains oldest and best known retailers of clothing, foods, home ware. MS employ more than 60,000 people worldwide, operate more than 450 stores in 30 countries, and serve tens of millions of customers every week. The company was first established by Michael Marks and Tom Spencer. Marks had immigrated to England in 1882 after fleeing anti-Semitic persecution in Russian Poland. Here he began to eke out a living selling goods on a stall in Leeds town market. Due to his lack of English he made a sign to go on his stall that read Dont ask the price, its a penny. His stall was so successful that by 1890 he had stalls in five cities across the country. Tom Spencer, joined Marks, in 1894. This partnership signified the advent of MS as we know it today. By the turn of the century the company had expanded to 36 branches nationwide. Following the deaths of Marks and Spencer, the running of the company fell into the hands of Marks 28-year-old son Simon. It was he that led MS to break with time-honoured British retailing traditionby eliminating wholesalers and establishing direct links with manufacturers. The company continued to grow and in 1926 it became a PLC. Two years later it launched its now famous St Michael brand and in 1931 in a drive to concentrate on goods that had rapid turnover it introduced food departments into stores. During World War II approximately half of the companys stores were damaged or destroyed in air raids. However the business rebuilt and in 1964 Simon Marks handed over the running of it to his brother-in-law Israel Sieff. In the subsequent decade MS began to expand abroad in North America and later Europe. Sieffs son, Marcus Sieff became chairman in 1972. He was replaced by Derek Rayner 12 years later. Rayner became the first chairman to be hired from outside the Marks family. During Rayners tenure as chairman MS expanded into financial services by launching their own charge card. Rayner retired in 1991 and CEO Richard Greenbury took charge. In the 1990s MS began to rapidly expand across Europe and into Asia, opening stores in Germany, Hong Kong, Hungary and Spain. In 1999 following growing criticism of Greenburys failure to expand the business fast enough and embrace new ideas he was succeeded by, Peter Salsbury. In that same year continued poor sales led Marks and Spencer to cut 700 jobs, close its 38 stores in Canada and part company with its clothing supplier of 30 years, William Baird. Following this continued poor performance the company, was subject to an unsuccessful takeover bid by Phillip Green of the Arcadia group. In response to this MS appointed Belgian Luc Vandevelde as CEO. The following spring MS announced a recovery plan to rescue the struggling chain, which involved selling off the majority of its global operations. Consequently, unhappy with the companys direction and its departure from older values, Marks and Spencer board members Sir David Sieff (the last remaining founder member), Sir Ralph Robins and Sir Michael Perry left the board in July 2001. Within a year and a half of Vandeveldes appointment profits began rising, but although at the time Vandevelde was credited with a revival, it proved to be short-lived, because by 2004 sales had fallen again and the brand had lost some of its credibility. In light of this it was felt drastic changes were needed and in May 2004 Stuart Rose, formerly head of Arcadia, was named CEO. Since his appointment Rose has instituted change programmes within the organisation and given it new strategic direction. The effects of these changes are already beginning to be seen and MS is showing clear signs of recovery. However it is too early to say whether this improvement is sustainable. MS was set up and run by a family for a long part of its history, its values and culture derived from that. For many years it was viewed as being very patriarchal and inward looking. The perception people had of the company up until the 1980s was of quality, affordability and reliability, embodied in the St Michael brand. During this time leadership of the business was very strong but inward focused. However, recent changes in the market place have presented a great challenge to the company which it is still addressing. PERCEPTION According to Huczynski and Buchanan it is our perception of reality that shapes and directs our behaviour, not some objective understanding of it. Marks and Spencers corporate objectives are incorporated in its mission statement. This outlines what the business is and what it should be. Mission statements set out in writing what the firm wants to achieve and often include information on the values of the business. MS outlines its core business as clothing and Food. Its financial objectives is to deliver shareholder value in terms of increase returns, but also in terms of increase sales and market share in retailing. It beliefs and values are outlined as Our customers continue to see Marks Spencer as the place to shop for special food, produced to exacting standards. MS also sees its workforce as an important part of its plan and also considers modernising its stores as a key corporate objective. Vision: The standard against which all others are measured Mission: Making aspirational quality accessible to all Values: Quality, value, service, innovation and trust MS also outlines its corporate social responsibility in its mission statement and considers the needs of other stakeholders too. Customer Perception Once established, from the customers point of view, MS was considered the epitome of quality, affordability and reliability which reached its apogee in the 50s and 60s when customers used to scramble to acquire MSs reproductions of catwalk fashion. MSs clothes lines became so popular that in the 50s limits were set on production as everyone wanted the affordable stylish Paris inspired 1950s glamour. This perception changed during the 90s. As ever increasing choice was available on the high street and a growing number of competitors emerged as rivals in MSs core markets. Retailers such as Top Shop, Warehouse and Gap offered more fashionable designs and labels, whereas others such as Next and Debenhams offered better value. Even food chains such as Tesco, Waitrose and Sainsburys began to encroach on MSs market share in the prepared food markets. In light of this people began to view the company as out-dated and old fashioned. This negative perception of the company is just now beginnin g to be counteracted for reasons which I will detail later in discussing leadership. Employee Perception From the stand point of employees MS was viewed as an employer of choice in the mid-20th century. People felt secure in their employment and viewed a career in MS as highly desirable. In the post-war period the company imposed a more explicit human relations policy. As Marcus Sieff, the incumbent chairman at the time, put it the chief executive has a duty to treat his employees as he would like to be treated himself, to do as he would be done by. This image was reinforced by the way MS treated its staff, stores were furnished with good staff canteens, rest rooms, medical and dental care, hairdressers, chiropodists, clean toilets and good training facilities. By the 1980s and 90s it had stopped being viewed as a viable career path and became characterised as dead-end job. This was reflected in the pay, management and promotional structures in place at the time. This is something subsequent CEOs have had to address. The Market A companys branding and marketing strategies are important tools in shaping the perception of it in the marketplace. Here, MS has never conformed to the norm s and actually created a virtue out of not advertising. Instead, MS relied until the 90s on word-of-mouth to promote the companys brand and image. This strategy is very cost-effective and renowned for being extremely powerful in influencing customer behaviour. As a recent study shows word-of-mouth is now the number one most-trusted source of product information on a global scale, with advertising a distant second. Seventy per cent of consumers across the globe trust friends, family, or other people first when searching for information or ideas on products to buy. MSs decision not to enter into mainstream advertising has reinforced its image of being a household name so famous, that like Rolls Royce it did not need to advertise since the quality of its goods and services were undisputed. The St Michaels brand was also very powerful with its connotations of religion which brings to mind values such as honesty, loyalty and devotion. Therefore a big departure came for MS around the turn of the century when they decided to launch one of the biggest advertising campaigns in retail with the slogan Your MS, embodied by well known models and celebrities from different ages such as Twiggy, Jodie Kidd, Shirley Bassey. This has been hugely successful and has the effect of putting the company firmly back in the hands of the public, giving them a sense of ownership and a stake in its success. CULTURE This is the set of beliefs and attitudes of both employees and management that helps to influence decision making and behaviour with in the organisation. The simple way of explaining culture is the way the things are done in a business. According to Huczynski and Buchanan an organizations culture focuses on the values, beliefs and meanings used by its members to grasp how its uniqueness originates, evolves and operates. Edgar Schein makes the distinction between three levels of culture within an organisation distinguished by their visibility to and accessibility by individuals, surface manifestations of culture, organisational values and basic assumptions. Organisational culture and values: The views of the original founder as modified by the companys current senior management In the case of MS we can see that the original culture derived from the founders and the founders family. In a sense you can say that they were family values, with an overtone of religion, let us not forget that St Michael is the champion of the Jews and that Michael Marks was a Jew. Culture in the early days was based on quick turnover, honesty, hard work and no frills attached. These values evolved into the companys culture which became paternalistic, an approach is commonly associated with family run businesses. The repercussions of this culture are such that if you are not in the family you cannot rise to the top. This has an effect all the way through the company right down to the employees on the shop floor. From the mid-19th century family organisations had the strongest sense of culture, one based on loyalty, paternalism and community. However in the 1960s, post war restructuring concentrated on capital mobility, acquisitions and mergers. The old forms of identification tended to break down and anyone who spoke of solidarity or loyalty was seen as archaic. With rapid organisational growth it became very difficult for firms to maintain the family touch. So by the turn of the 21st century Marks and Spencer had become vulnerable to hostile takeovers with its ever falling share prices and low profit margins. The inward looking culture of the company and the absence of strong leadership were blamed for its poor performance. Stuart Roses vision after he was given the position of CEO was to revert back to old values and simplify a culture which had become too confused and confusing. The type of culture of Marks and Spencer is a customer driven culture. Customer driven culture is where every where in the business makes a real effort to improve customer service, market research, employing right people, and training. The business is trying to up date the technology e- commerce. It also has a positive culture where staff and workers communicate well. They also regard change as opportunity than not a treat. I also found they are dynamic, this where a business is always looking to change the way they work. Always looking for new ideas. The way I have noticed this is by changing the displays to make it appeal more to customers. LEADERSHIP According to Huczynski and Buchanan leadership is the process of influencing the activities of an organized group in its efforts toward goal-setting and goal achievement. They go on to mention that leadership appears to be a critical determinant of organizational effectiveness. It is useful to distinguish between leadership and management. These two concepts are sometimes seen as synonymous as leadership is seen as one component of the management role. However, other commentators on the subject make clear distinctions between the two. Leaders are portrayed as someone who develops drives new initiatives, [whereas] managers achieve stability. Warren Bennis and Burt Nanus make the point that managers do things right, while leaders do the right thing. Due to the complex nature of this topic a great effort has been made to distinguish the qualities that make a successful leader. This line of research has been greatly influenced by the great man theory. This argued that leaders reach positions of influence from which they dominate and direct the lives of others by force of personality. In MSs history, men such as, Sir Marcus Sieff could be seen to fall into the great man category. Leadership in the early years was very much in the hands of the family and based on traditional family values. It was strong but essentially inward looking. By the late 90s when MS was in trouble there was a need for a change of leadership. Nowadays a more distributive form of leadership is required. One which creates a vision of a possible future that allows [the leader] and others to see more clearly the steps to take, building on personal capacities and strengths. Examples of these types of leader would be Luc Vandevelde and Stuart Rose. Under Vandeveldes leadership a recovery plan was put in place based on getting the company closer to its customers and returning the company to its core strengths. Recovery was based around focusing on the UK, selling only their own brand and retaking command of their supply chain. His vision was to return Marks and Spencers to its reputation for quality, value, service and innovation. Once articulated, the vision is shared through events designed to disseminate it. Thus we have Vandeveldes address to the shareholders and Stuart Roses mass motivational training for all of staff. They use catch phrases to describe and share what is already happening and to encourage others .In the advertising campaign Your MS Rose is embodying the key values and beliefs on which the newly revived MS is based. In differentiating the customer base and appealing to different sectors through sub-branding such as Per Una by Sir George Davis for the younger customer and Limited Edition for the more style conscious older customer, whilst maintaining the offering of high quality standard basics to everyone MS is becoming more competitive with other high street retailers. Also the advent of the Simply Food stores accentuates one of MSs traditional and continuing strengths- its food offerings. Management styles and culture The management style is the pattern of behaviour that he or she shows in carry out a management role over a period of time the most common management styles, are as follows: Autocratic Consultative Democratic Autocratic Autocratic management style is one where the manager is used to giving instructions like telling people what to do rather than asking them for their options. The manager is the only person contributing to the decision- making process. This style of management is more typical of UK management between 1970s and 1980s, although you are sure to find it today. A number of managers who started up with this approach find it difficult or impossible to change their ways. They are used to holding on power and do not understand how the process of empowerment might work. The result of this style is that members of the group often dissatisfied with the leader. This results in little cohesion, the need for high levels of supervision, and poor levels of motivation amongst employees. Consultative Consultative managers are ones who seek to consult other people before making a decision. Alternatively, they will seek to consult people before implementing a decision. This type of manager wants to draw on more sources of opinion him or herself. The consultative manager will have listening skills and also the ability to create the right sorts of channels to consult other people. In an organisation with a culture of consultation, there will be a series of mechanisms (e.g. newsletters, team briefing, suggestions boxes, etc.) that make it possible to get the feel of the concerns of other people involved in the decision- making, as well as to draw on their expertise. Democratic This is a third type of management style is the democratic one, which involves empowerment. This gives individuals and team responsibility to make decisions, usually within the framework. The team is then held responsible for the decisions that it chooses to make. The manager with this style will feel comfortable allow others to make decisions. The democratic manager will also have to have a good overall understanding of decisions being made, and will want regular feed back on results. However, they will be confidants that empower individuals and teams will use the responsibility given to them wisely. The management style of Marks and Spencer is consultative so this would mean, that leader consults with other before decision is made. There will be a group influence in the final decision; even through it is made by the leader. For example the marketing department, about weather to launch a new range of products may consider first than rushing straight into launching the products. The decisions are all taken in to account. The business of Marks and Spencer sometimes might use a mixture of Management Styles for example Marks and Spencer is consultative, the business might also be using democratic management style. Laissez-faire- This is where people are allowed to do what they feel correct, this is usually associated with medium status (e.g. Managing director Marketing Director) probably because they are experts in their field so they know what their doing. Marks and Spencer have a variety of management styles they often give a choice to the management but it depends upon where they are on the hierarchical scale. Those higher on the scale are autocratic and tell staff what to do, from the production line to the logistical designers. Those managers without managers below them are the ones which have to use an autocratic style because those below them have no knowledge on the field, while those around the middle are permitted to adopt a laissez-faire attitude to management, they are high enough in the company and have enough knowledge to use the style properly and to its maximum potential but the shareholders always have a eye on what there doing with any big decisions having a democratic vote on the item.

Superheroes Essay -- essays research papers

When you think of a superhero one normally thinks of Spiderman, Batman, or Superman, but there were superheroes long before these characters were created. First one must understand that the basis of this name is hero. What is a hero? A hero is a person who does something special or out of the ordinary in order to help others. It could also be someone who is admired for a characteristic about them, be it physical or mental. They are individuals that normal everyday people can look up to. This being the case, a superhero is nothing more then someone who is a hero, but not just that once and for that one person, but someone who helps many people, or leads them. As time went by the number of people who were true heroes diminished and just doing something for someone was no longer big news. There had to be something more to make them stand out. The American culture needed someone or something to admire and that is where our common day superheroes come into play. It gave them a goal which could never be reached in hopes that people would never stop trying. When one thinks about it, though it may be hard to believe, superheroes stem from God. This began as early back as Greek gods, then leading to Jesus. Jesus was a seemingly normal man who helped everyone, and led people. He was the ultimate superhero of his time. Once he was gone and became no more than a story passed down from father to son, people began to crave what was new, what was ‘in the now.’ That is when tales of knight...

Since beginning

Since beginning, we are enjoying great client feedback, excellent customer service and have loads of satisfied customers. This is because of your hard work and enthusiasm to perform your individual tasks. L, as a Owner of restaurant, observed that cleanliness in our restaurant during closing times not top of things. As per our hotels food manager he is expecting this situation to be resolved immediately because the food inspector has scheduled a visit for sometime in the near future. Suggest the following actions to be reformed by all employees in order to keep the restaurant clean. Freeze bulk meat right away Sanitize your rubbish bin Wash surfaces people touch. Keep kitchen floors clean Divide the refrigerator by food groups Decide to keep or discard Items. Preserve the organization flow when placing appliances or foods back into the empty space. Examine each item and decide to place it back or toss in the trash. Empty the entire section. Clean the area thoroughly with a solution m ixture of warm water and dish soap. Wipe with a damp cloth and wipe again with a dry cloth .Gas range has to be clean properly. Clean your deep fryer as needed. If you use your deep fryer frequently, changing the oil and cleaning it every few days will help prevent a buildup of grime that can be much harder to remove. If you only use your deep fryer every couple weeks or less frequently, clean it after each use. Do not put your fryer In the sink or dishwasher. Immersion In water may cause an electrical short and damage the fryer. Although cleanliness In the restaurant Is the duty of all employees, we have to recognize our Individual responsibility for a clean and sanitize our environment.We have to follow HACK so please understand your individual responsibility for the cleanliness of restaurant which will result into a quick growth of our company and consequently a high increment in salary. Thank you all. Omit Giuliani, Managing Director Bolos 33 Duncan street Toronto,MAMMAL (999) 9 99_9999 MEMO By Unitarianism Dear Team Members, I anticipate that you all are fine and taking pleasure from your work at Bolos restaurant which is in Ultimate Resort and Spa. Since beginning, we are enjoying restaurant during closing time's not top of things.As per our hotels food manager he scheduled a visit for sometime in the near future. ‘ suggest the following actions to be Decide to keep or discard items. Preserve the organization flow when placing frequently, clean it after each use. Do not put your fryer in the sink or dishwasher. Immersion in water may cause an electrical short and damage the fryer. Although cleanliness in the restaurant is the duty of all employees, we have to recognize our individual responsibility for a clean and sanitize our environment.

The Influence of Mass Media on the Way Political...

The Influence of Mass Media on the Way Political Campaigns are Run On the Monday when the United States Supreme Court issued its ruling on whether the deadline for certifying votes could be extended in Florida, there was an unsettling sight on TV. News correspondents came flying out of the court and stood, out of breath, before the cameras. Without having read the six-page ruling, reporters began to talk to millions of people about what the court had done. Some reporters got it flat wrong, saying the high courts ruling was in favor of George W. Bush and a defeat for Al Gore. News wire services and several Web sites also incorrectly summarized the courts action. It was only later that the news media corrected itself by reporting that†¦show more content†¦Since most of the media are either free or lowly paid like the news, PR and general programs, candidates feel they are not presented correctly. IN an effort to bring up their status among their voters or potential voters, they need impressive ads on television or extensive campaigns on radio airtime. Therefore in view of their situation mass media is the best option (Lawrence 213). In this context the need to evaluate the effects of media, its analysis of the psychological validity as well as financial implication it has on the overall election result is important. For this purpose the researcher has posit the following hypothesis for discussion. HYPOTHESIS STATEMENT The mass media (political cartoons, print, TV) influences the way political campaigns are run. Moreover, I believe the effect is more greatly felt in the earlier stages of campaigns, up to about 2-4 weeks before the election. DISCUSSION The following is a detailed investigation why mass media influence the way candidates run their political campaigns. Evolution of mass media in political campaigns The evolution of media as a way to inform voters has been age old. In the olden days when Abe Lincoln was fighting for his own camping it was the newspaper and the caricatures that attracted the voters most. His street speeches as well as personal relationship with his people of that time brought about publicShow MoreRelatedThe Effect Of Mass Media On The Politics Of The United States896 Words   |  4 Pages Influence of Mass Media on the Politics of the United States Mass media can be a powerful tool, but it can also be a hindrance to the public if the facts are not checked. From the invention of the printing press, radio, television, and the internet mass media has revolutionized the way the public gathers information each and every day. Many of the sources we use for gaining knowledge and facts on current events today are controlled by a very small group. 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Ideal Gas Law Example Problem

The ideal gas law is  an equation of state the describes the behavior of an ideal gas and also a real gas under conditions of ordinary temperature and low pressure. This is one of the most useful gas laws to know because it can be used to find pressure, volume, number of moles, or temperature of a gas. The formula for the ideal gas law is: PV nRT P pressureV volumen number of moles of gasR   ideal or universal  gas constant   0.08 L atm / mol KT   absolute temperature  in Kelvin Sometimes, you may use another version of the ideal gas law: PV NkT where: N number of moleculesk   Boltzmann constant 1.38066 x 10-23  J/K 8.617385 x 10-5  eV/K Ideal Gas Law Example One of the easiest applications of the ideal gas law is to find the unknown value, given all the others. 6.2 liters of an ideal gas is contained at 3.0 atm and 37  °C. How many moles of this gas are present? Solution The ideal gas law states PV nRT Because the units of the gas constant are given using atmospheres, moles, and Kelvin, its important to make sure you convert values given in other temperature or pressure scales. For this problem, convert  °C temperature to K using the equation: T  °C 273 T 37  °C 273T 310 K Now, you can plug in the values. Solve ideal gas law for the number of moles n PV / RT n ( 3.0 atm x 6.2 L ) / ( 0.08 L atm /mol K x 310 K)n 0.75 mol Answer There are 0.75 mol of the ideal gas present in the system.

Unemployment On The Us Economy Essay - 963 Words

Name: Instructor: Subject: Date: Unemployment in US economy The unemployment turnover view has a strong base on the contemporary thinking about unemployment in the entire United States. Joblessness or unemployment takes place when an individual searches for another new job and devotes most of time searching for another job. Moreover, unemployment comes into being if an individual goes in search of a new employment after being out of labor force for a long time. The individuals in search of employment get employed in monthly duration in a range of 10% to 40%. The unemployment varies directly with separation rate and varies indirectly with the rate of searching for a job. For a long time, labor market students have believed that the time of acute rise in unemployment or recession were due to increased rates of separation from jobs and decreased rates of finding jobs. From this perspective, the period of recession starts by the trend of layoffs. The trends of layoffs are mainly done in industries of durable goods. As labor market gets crowded with those seeking for employment, the rate of finding jobs decreases and the after unemployment duration rises. In contrary, recent research and data have disapproved this argument. The new perspective views separations as to have no contribution to the increased problems of unemployment during the period of recession. The reason behind increased unemployment during the recession is difficulties in finding jobs, not the dumping of thoseShow MoreRelatedThe Factors Affecting Unemployment : A Study Of Us Economy Essay1679 Words   |  7 PagesEffecting Unemployment: A Study of US Economy in 1985-2014 Introduction In the past few years, the US unemployment rate dynamically fluctuated: more than five millions jobs were cut in November 2008 due to economic crisis, but recently, the unemployment rate dropped by 0.3 point after eight years. 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Oxidation Lab Different Metals Undergo Oxidation and Reduction free essay sample

You are going to investigate the ease with which different metals undergo oxidation and reduction. Materials:| 4 samples of each of: lead, zinc, iron, copper | spot plates steel wool/sand paper | | | | Solutions of: | copper(II) sulfate Ferric nitrate Silver nitrate Lead (II) nitrate | | Procedure: 1. Obtain 4 samples of each metal and clean with steel wool or sand paper. Wash your hands after cleaning the metals so you are not exposed to lead dust). 2. Fill four bubbles on a spot plate with one of the solutions. Place one metal in each of the bubbles. Observe and record the before and after appearance. 3. Fill four new bubbles with a second solution. Place one sample of each metal in each of the bubbles. Observe and record the before and after appearance. 4. Repeat the above until all four solutions have been tested. Hypothesis: Write the reaction equation for each metal in copper (II) sulfate. Reaction equation| How will you ID the product? | Zn(s) + CuSO4 (aq) ZnSO4(aq) + Cu(s)Zn0(s) Zn2+(aq) +2e-Cu+2(aq)+2e- Cu0(s)| You will Id the products by the chemical reaction that will occur. We will write a custom essay sample on Oxidation Lab Different Metals Undergo Oxidation and Reduction or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Zinc be the element under going oxidation as it looses electrons and copper will be the reduction as it gains electrons. | Pb(s)+CuSO4 (aq) Cu SO4 (aq) + Pb(s)| No reaction. There will be no gaining or loosing electrons| Fe(s)+CuSO4 (aq) + FeSO4 (aq) +Cu(s)Fe0(s) Fe+3(aq) +3e-Cu+2(s) + +-e Cu0(s)| Oxidation will occur because iron has high oxidation number then copper. | Cu(s)+CuSO4 (aq) CuSO4 (aq) + Cu(s)| No reaction. There will be no gaining or loosing electrons| Write the reaction equation for each metal in Ferric nitrate Reaction equation| How will you ID the product? | Zn(s) + Fe(NO3)3(aq) Fe(NO3)3(aq) + Z (s)| No reaction. There will be no gaining or loosing electrons| Pb(s) + Fe(NO3)3(aq) Pb (NO3)3(aq) +Fe(s)Pb0(s) Pb+2(aq)+2e-Fe+3(aq) + + 3e- Fe0(s)| Lead will be oxidized. Iron will be reduced| Fe(s) + Fe(NO3)3(aq) Fe(s) + Fe(NO3)3(aq)| No reaction. There will be no gaining or loosing electrons| Cu(s) + Fe(NO3)3(aq) Cu (NO3)3(aq) +Fe(s)Cu0(s) Cu+2(aq) + 2e-Fe+3(aq) + + 3e- Fe0(s)| Copper will be oxidized and iron will be reduced. | Write the reaction equation for each metal in Lead (II) nitrate Reaction equation| How will you ID the product? Zn(s) + Pb(NO3)2 Zn(NO3)2(aq)+Pb(s)Zn0(s) Zn2+(aq) +2e-Pb+4(aq) + +4e- Pb0(s)| Zinc will be oxidized and lead will be reduced. | Pb(s) + Pb(NO3)2 Pb(s) + Pb(NO3)2 | No reaction| Fe(s) + Pb(NO3)2 Fe(NO3)2(aq)+Pb(s)| No reaction. There will be no gaining or loosing electrons| Cu(s) + Pb(NO3)2 Cu(NO3)2(aq)+Pb(s)| No reaction. There will be no gaining or loosing electrons| Write the reaction equation for each me tal in silver nitrate Reaction equation| How will you ID the product? | Zn(s) + AgNO3(aq) ZnNO3(aq) +Ag(s)Zn0(s) Zn2+(aq) +2e-Ag+1(aq) + +1e- Ag0(s)| Zinc will be oxidized and silver will be reduced| Pb(s) + AgNO3(aq) PbNO3(aq) +Ag(s)Pb0(s) Pb+2(aq) +2e-Ag+1(aq) + +1e- Ag0(s)| Lead will be oxidized and silver will be reduced| Fe(s) + AgNO3(aq) FeNO3(aq) +Ag(s)Fe0(s) Fe+3(aq) +3e-Ag+1(aq) + +1e- Ag0(s)| Iron will be oxidized and silver will be reduced| Cu(s) + AgNO3(aq) CuNO3(aq) +Ag(s)Cu0(s) Cu+2(aq) + 2e-Ag+1(aq) + +1e- Ag0(s)| Copper will be oxidized and silver will be reduced| Part II: Once you have submitted your hypothesis, view the lab results here, create an observations table, and complete the discussion questions. Discussion Questions: Write the oxidation half-reaction, reduction half-reaction and the redox equation for each reaction you observed. Zinc + Copper (II) Sulfate * Zn0(s) Zn2+(aq) +2e- Oxidation half- reaction * Cu+2(aq)+2e- Cu0(s) Reduction half reaction * Zn0(s) + Cu+2(aq) Zn2+(aq) + Cu0(s) Balanced redox Iron and Copper (II) Sulfate * Fe0(s) Fe+3(aq) +3e- Oxidation half- reaction Cu+2(aq) + +-e Cu0(s) Reduction half reaction * Fe0(s) + Cu+2(aq) Fe+3(aq) + Cu0(s) Balanced redox Ferric Nitrate and Lead * Pb0(s) Pb+2(aq)+2e- Oxidation half- reaction * Fe+3(aq) + + 3e- Fe0(s) Reduction half reaction * Pb0(s) + Fe+3(aq) Pb+2(aq) + Fe0(s) Balanced redox Copper and Ferric Nitrate * Cu0(s) Cu+2(aq) + 2e- Oxidation half- reaction * Fe+3(aq) + + 3e- Fe0(s) Reduction half reaction * Cu0(s) + Fe+3(aq) Cu+2(aq) + Fe0(s) Balanced redox Zinc and Lead (II) Nitrate Zn0(s) Zn2+(aq) +2e- Oxidation half- reaction * Pb+4(aq) + +4e- Pb0(s) Reduction half reaction * Zn0(s) + Pb+4(aq) Zn2+(aq) + Pb0(s) Balanced redox Zinc and Silver Nitrate * Zn0(s) Zn2+(aq) +2e- Oxidation half- reaction * Ag+1(aq) + +1e- Ag0(s) Reduction half reaction * Zn0(s) + Ag+1(aq) Zn2+(aq) + Ag0(s) Balanced redox Iron and Silver Nitrate * Fe0(s) Fe+3(aq) +3e- Oxidation half- reaction * Ag+1(aq) + +1e- Ag0(s) Reduction half reaction * Fe0(s) + Ag+1(aq) Fe+3(aq) + Ag0(s) Balanced redox Copper and Silver Nitrate Cu0(s) Cu+2(aq) + 2e- Oxidation half- reaction * Ag+1(aq) + +1e- Ag0(s) Reduction half reaction * Cu0(s) + Ag+1(aq) Cu+2(aq) + Ag0(s) Balanced redox Lead and Silver Nitrate * Pb0(s) Pb+2(aq) +2e- Oxidation Half reaction * Ag+1(aq) + +1e- Ag0(s) Reduction half reaction * Pb0(s) + Ag+1(aq) Pb+2(aq) + Ag0(s) Balanced redox Which metal underwent the most reactions? Zinc underwent the most reactions during this experiment. Zinc reacted with 3 out of 4 solutions, the only solution it did not react with was zinc iron. Which cation underwent the most reactions? Silver underwent the most reactions as it reacted with all four metal samples. Which metal underwent the most oxidations? Zinc underwent the most oxidation in this experiment. Which metal underwent the most reductions? Silver Nitrate underwent the most reductions and it was reduced by all four metal samples. Compare the metal that was most easily oxidized with the metal that was most easily reduced with their positions on the reactivity series. Is there any trend present? Silver(Ag),was most easily reduced and was lowest on the reactivity series in comparison with the other solutions. Zinc (Zn) had the highest reactivity out of all the metal samples it was compared against. If your dog accidentally swallowed a sentimental keepsake, with which of the above metals would you hope it was made? Why? If my dog swallowed something that held meaning to me, I would hope that it would have been copper because copper does not react with acids. There is stomach acid in a dog and copper would have most likely stood up to the stomach contents. Other metals could react with the contents of the dogs stomach, such as water, steam from the dogs breath on the way down and the acid in the dogs stomach. How did your results compare to your hypothesis? Did you get what you expected? My hypothesis was correct with the reactions of the metals and solutions. I did expect silver nitrate to react with all the metals as the cation is lower on the reactivity series. I also expected zinc to react with all the solutions except the ferric solution because ferric has a higher oxidation number that the zinc.