Experiment to Determine the Coefficient of Friction

Experiment to Determine the Coefficient of Friction Student Name: Ahmad Raza Summary: This experiment has two aims. The first aim of this experiment is to determine the coefficient of friction on an inclined plane by using various materials tray. Secondly, to verify that the force have already found which were required to move a body on an inclined plane. We have provided apparatus to do this experiment that include stainless steel plane, load hanger, different weights and 4 trays of different materials such as aluminium, brass, nylon and ferado. Firstly, we place tray at the middle of plane and apply weight on weight hanger until tray starts to move. Note the angle and find the coefficient of friction. For this purpose we have found the Normal force and sliding. Then, by using formula of coefficient of friction we found the value, which was approximately 0.18 at 10Â °, 20Â ° and 30Â °. Nevertheless, the additional 10N weight was added but the friction coefficient but the angle will remain same. The experiment was taken by under good circumstances. However, errors can be reduce by overlapping the mistake that was take place in this experiment. This experiment could be done exactly the same as international standard if the following conditions apply on it. CHAPTER 1 INTRODUCTION AIMS AND OBJECTIVE The aims of the friction experiment are to find the coefficient of different combination of material which is in this experiment, the steel bar. Making use of inclined plane, also to study equilibrium and non-equilibrium of a body of an incline plane under the action of the force. The objective is to understand that a coefficient of friction could be determine via incline plane, collect experiment data and calculate the corresponding results and coefficient and finally to compare the value of coefficient generated from different pairs of surface. 1.2: THEORY AND BACKGROUND: Friction can be defined as the force that will resists the relative motion of solid surfaces which are sliding against each other. There are mainly three types of friction. Dry friction, Fluid friction and internal friction but this particular experiment was just examined only for dry friction. Dry friction is the encountered when two dry surfaces are in convention if there is a tendency of sliding. However this dry friction has split into two sub frictions as static and kinetic. Commonly, kinetic frictional force will be less than the absolute maximum value from the static frictional force. This static frictional force is derived as fs = ÃŽ ¼sN, while kinetic frictional force is fk =ÃŽ ¼kN, where ÃŽ ¼s is the coefficient of static friction, ÃŽ ¼k is the coefficient of kinetic friction, N is the normal force and ÃŽ ¼ is the proportionality constant and called coefficient of friction. An inclined plane can be defined as any plane surface positioned at an angle with respect to the horizontal plane. At the moment of sliding, the friction force must be the same to the element of weight acting down the plane. ÃŽ ¼W .cosÃŽ ¸ =W .sinÃŽ ¸ This leads to the concept of the angle of the friction ÃŽ ¼ = tanÃŽ ¸ CHAPTER 2 APPRATUS AND experimental procedure 2.1: APPRATUS: Adjustable stainless steel plane complete with base .5N load hanger Weights Trays of Aluminium, Brass, Nylon and Ferado Fig1.1: Wood plane and trays 2.2: experimental procedure: As we discussed above, we have two aims for this experiment. Each aim has different procedure. 2.2.1: Following procedure is to find the angle of friction on a steel plane by using different materials. We have given four trays for this experiment such as Aluminium, Brass, Nylon and Ferado. First of all set the plane of stainless steel at 0 slope by ensuring that it is in horizontal plane. Afterward, set the tray of any material at the middle of stainless steel plane then apply weight at the end of plane by weight hanger and note the angle of inclination when tray starts to slide. Take coefficient of Tan ÃŽ ¸ to evaluate static deflection (ÃŽ ¼s).Repeat the same procedure three times and take the average. Subsequently, to evaluate the angle of sliding friction (ÃŽ ¼k) , place the tray again in the middle of plane and reduce the tilt as this time tilt was increased, we keep pushing the tray till it started to move and note the angle for three times and take the average. Static deflection (ÃŽ ¼s) Measure angle ÃŽ ¸ for static deflection by using Aluminium tray Table 1.1: Aluminium tray Measure angle ÃŽ ¸ for static deflection by using Brass tray Table 1.2: Brass tray Measure angle ÃŽ ¸ for static deflection by using Nylon tray Table 1.3: Nylon tray Measure angle ÃŽ ¸ for static deflection by using Ferado tray Table 1.4: Ferado tray Sliding Friction (ÃŽ ¼k) Measure angle ÃŽ ¸ for sliding friction by using Aluminium tray Table 2.1: Aluminium tray Measure angle ÃŽ ¸ for sliding friction by using Brass tray Table 2.2: Brass tray Measure angle ÃŽ ¸ for sliding friction by using Nylon tray Table 2.3: Nylon tray Measure angle ÃŽ ¸ for sliding friction by using Ferado tray Table 2.4: Ferado tray 2.2.2: Following procedure is to verify the force required parallel to an inclined plane to move a body up the plane corresponds to the friction coefficient already found. First of all set the stainless steel plane horizontally at 10 slope. Place the towing cord and weight hanger in position to pull the tray up to the plane by placing any material tray at the lower end of plane. Add load to the hanger until the tray, given a slide push, slides slowly up the plane. Repeat the same procedure by applying 10N weight at angle 20 and 30. CHAPTER 3 CALCULATIONS AND RESULTS 3.1: Procedure 1 As we found angle above, now to find coefficient of static deflection, take tan ÃŽ ¸. For Aluminium (Tan15.8) = 0.28 For Brass (Tan14) = 0.25 For Nylon (Tan20) = 0.36 For Ferado (Tan18.8) = 0.34 Table 3.1: Coefficient of static deflection As we found angle above, now to find the coefficient of sliding friction, take tan ÃŽ ¸. For Aluminium (Tan10.8) = 0.19 For Brass (Tan15.1) = 0.27 For Nylon (Tan12.3) = 0.22 For Ferado (Tan13.7) = 0.24 Table 3.1: Coefficient of sliding friction Procedure 2: First of all find the normal force Normal Force = W.cosÃŽ ¸ Normal Force = 3.58.cos10Â ° Normal Force = 3.52 N Secondly find the Sliding force Sliding Force = p-(W.sinÃŽ ¸) Sliding Force = 1.2-(3.58.sin10Â °) Sliding Force = 0.58 N Now as we have both normal and sliding force, we can find Friction Coefficient ÃŽ ¼ Friction Coefficient = Sliding force / Normal force Friction Coefficient = 0.58 / 3.52 Friction Coefficient = 0.16 All the values were measured for angle 20Â ° and 30Â ° as shown in the table below. Table 4.1: Nevertheless, the additional 10N weight were added but the friction coefficient and angle will remain same as shown above in the table which proves that weight cannot change the angle and coefficient of friction. By converting mass of the tray into weight we can prove the experiment. W = mg W = 0.365*9.81 W = 3.58 N CHAPTER 4 ANALYSIS AND DISCUSSION Subsequently investigation in the data, we all observed that hypothesis is true, where the static along with kinetic friction is usually affected by the mass of body. The coefficient in the kinetic along with static friction is determined by materials used for each call surfaces. The coefficients will never always be bigger than 1 and the coefficient connected with kinetic friction is definitely more compact as opposed to among static friction for that identical scenario. The value of coefficient of friction is 0.18.The laboratory on the other hand, we all would come up with a vibrant mistake thats produced each of our kinetic friction importance unfeasible, as the importance for we all received ended up being caused by the tension pulling on the block. However, there were some systematic error occur while doing experiment. These errors were arisen due to string and hanger as they were not straight and each group member have different value while taking reading. CHAPTER 5 CONCLUSION The experiment was taken under good circumstances. However, errors can be reduce by overlapping the mistake that was take place in this experiment. This experiment could be done exactly the same as international standard if the following conditions apply on it. First of all make sure that the hanging masses do not move while adding additional weight on load hanger. This experiment will be really useful in the future to determine the coefficient of friction for different materials. REFERENCE: John, B Carl,T.F.T.F. Ross (2002).Mechanical Engineering Principles. Oxford: Taylor Francis. APPENDIX A CHAPTER 1.. CHAPTER 2.. CHPATER 3.. CHAPTER 4. Page 1 of 11

computer architecture :: essays papers

computer architecture Computer architecture covers the design of system software, such as the operating system (the program that controls the computer), as well as referring to the combination of hardware and basic software that links the machines on a computer network. Computer architecture refers to an entire structure and to the details needed to make it functional. Thus, computer architecture covers computer systems, microprocessors, circuits, and system programs. Typically the term does not refer to application programs, such as spreadsheets or word processing, which are required to perform a task but not to make the system run. In designing a computer system, architects consider five major elements that make up the system's hardware: the arithmetic/logic unit, control unit, memory, input, and output. The arithmetic/logic unit performs arithmetic and compares numerical values. The control unit directs the operation of the computer by taking the user instructions and transforming them into electrical signals that the computer's circuitry can understand. The combination of the arithmetic/logic unit and the control unit is called the central processing unit (CPU). The memory stores instructions and data. The input and output sections allow the computer to receive and send data, respectively. Different hardware architectures are required because of the specialized needs of systems and users. One user may need a system to display graphics extremely fast, while another system may have to be optimized for searching a database or conserving battery power in a laptop computer. In addition to the hardware design, the architects must consider what software programs will operate the system. Software, such as programming languages and operating systems, makes the details of the hardware architecture invisible to the user. For example, computers that use the C programming language or a UNIX operating system may appear the same from the user's viewpoint, although they use different hardware architectures. When a computer carries out an instruction, it proceeds through five steps. First, the control unit retrieves the instruction from memory—for example, an instruction to add two numbers. Second, the control unit decodes the instructions into electronic signals that control the computer. Third, the control unit fetches the data (the two numbers). Fourth, the arithmetic/logic unit performs the specific operation (the addition of the two numbers). Fifth, the control unit saves the result (the sum of the two numbers). Early computers used only simple instructions because the cost of electronics capable of carrying out complex instructions was high. As this cost decreased in the 1960s, more complicated instructions became possible. Complex instructions can save time because they make it unnecessary for the computer to retrieve additional instructions. For example, if seven operations are combined in one instruction, then six of

The Misery in Evil

There is a lot we can learn from infants. Infants have control over their emotions. When they feel hungry, they cry. When we feed them, they stop. They react the same way when dealing with such feelings and emotions such as nausea, sleep, and even anger. The children know how to let their emotions flow and as soon as the emotion is dealt with, they let the feelings go. As life becomes more complicated, people tend to forget how to let thing flow and then let them go. The older we get, the more we hold in the emotional baggage, allow ourselves to be possessed by them. Emily Bronte's Wuthering Heights tells a very good story of the consequences of holding emotions in without ever releasing them. The characters in the book are so deeply enveloped into their emotions that they create prisons for their minds. Their own acts of hate and unkindness create these prisons; prisons that won't let them escape from their misery. From a very early age, the seeds of hatred are planted into Hindley. When the orphan boy, Heathcliff is brought home to live with the Earnshaw family, Hindley becomes immediately jealous when the love of his father goes into Heathcliff. Along with his sister, Catherine, the two work together to ridicule the orphan child of his disabilities, mainly his illiteracy. When Hindley's father dies, he goes on to make Heathcliff's life miserable. He treats Heathcliff as one of the servants and terminates his education. The hatred is spread into Heathcliff as he vows to seek revenge on Hindley. While Hindley continued his abuse on Heathcliff, Catherine falls in love with the orphan child. However, Catherine had a personal ambition to find someone that would carry her away like an enchanted princess. She got this opportunity when she was allowed to enter the Linton house. Heathcliff, on the other hand, was told to go back home. While Catherine learned the ways of the rich, Heathcliff started his plan to seek revenge. One of the interesting aspects of the book is the fact that Heathcliff started off with the typical romantic hero. He was the orphan child, destined to rise above the standards. However, Bronte doesn't allow Heathcliff to transcend above his position in life. Throughout the novel, Heathcliff commits act of pure evil that is very hard for the reader to believe. He starts by killing a few dogs and goes on to create even more havoc. He tortures Isabella by testing her undying love for him. He even goes on to plan the use of his own child to seek revenge on his arch nemesis, Edgar Linton. All the while, the one thing that caused all of his pain, all of his misery, never stopped haunting him. Catherine died from the love she had for Heathcliff. Her acts of unkindness towards him led to her misery which would eventually lead to her death. Heathcliff could never bury Catherine and he felt like her ghost was always around watching him, waiting for him to join her. Heathcliff's ultimate revenge would take place by destroying the love between Hareton and the young Catherine. He tried to recreate a love triangle between his son Linton Heathcliff, the young Catherine, and Hareton. However, the young Catherine reminded Heathcliff of his love for her mother so much, that his desire to fulfill his act of revenge soon disappeared. When he finally realized this, his anger, his rage, turned to misery. Like his love before him, he let the misery take over, which would lead him to his own death. Heathcliff, along with many other characters in the story, were locked inside a cage they couldn't escape. The lock was composed of love, hatred, revenge and misery. For the second generation of children in the story (Heathcliff, Edgar Linton, Hindley, and Catherine), the self-made prisons made for some very miserable lives and depressing deaths.

What You Need to Know About the SAT Chemistry Subject Test

The SAT Chemistry Test or SAT Chemistry Subject Test is an optional single-subject test that you can take to showcase your understanding of chemistry. You might choose to take this test if you are applying to college to study science or engineering. The test is intended to help you with the college admission process. SAT Chemistry Test Basics Here are some important facts about the SAT Chemistry Subject Test: 60 minutes (one hour) long.85 multiple-choice questions.Offered October, November, December, January, May, and June.A calculator is not permitted.The periodic table is provided.All units are metric.Only simple numerical calculations are required.Scoring is from 200-800. (Note: You do not need to get all of the questions correct to get a perfect score.) It is expected that students will not have been exposed to every subject covered on the test. Recommended Preparation for the SAT Chemistry Test Year of algebraYear of general chemistry, college-prep level or higherSome lab experience Topics Covered by the SAT Chemistry Test The percentages given here are approximate. Structure of Matter (25%)States of Matter (16%)Types of Reactions (14%)Stoichiometry (14%)Descriptive Chemistry (12%)Laboratory (8%)Thermochemistry (6%)Equilibrium and Rates of Reactions (5%) This is not a memorization-type test. While students are expected to have an understanding of the fundamental concepts of chemistry, most of the test will involve organizing and interpreting information. With respect to the types of skills that will be needed to succeed with the SAT Chemistry Test, you can expect: 45% application of knowledge35% synthesis of knowledge20% fundamental knowledge and concepts

The College Degree Just Another Pyramid Scheme Essay

College is an institution of higher learning, providing general or liberal arts education rather than technical or professional training; and for years, has been determined to be the best investment. Popular opinion denotes attending college to be paramount to social and economic accomplishments, and lacking a college degree decreases employment, self-pride, and success. However, nothing in America’s history has risen and continues to rise as the cost of college tuition, which is now up more than five hundred (500) percent since 1985 (Rampell). Research shows the rising cost of tuition creates more debt for students, a college degree does not guarantee social or economic success, and causes additional stress, which can lead to suicide. In†¦show more content†¦Your net price is a college’s total cost minus grants and scholarships you receive. Its a discount of your college costs that you do not have to pay back. For example, the average published price of tuiti on and fees at a four-year public college is $8,660, but the average net price — what the average family really pays — is just $2,910. Although grants, scholarships and financial aid are available not every student receives them. Therefore those who do not are left no other choice but to take out loans to compensate their college cost. There are many types of student loans federal, private, institutional and state loans. While federal student loans have standard interest rates set by the federal government, private, institutional and state loan terms can vary greatly. Students using a Sallie Mae private student loan should expect their loan to triple as their interest rates range from 3.25%-12.88%. 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Brave New World Essay - 1235 Words

Huxleys work, Brave New World, is a book about a society that is in the future. This book contains many strange things that are generally unheard of today. Yet we see that some of the ideas that are presented in this book were already present in the 20th century. The idea of having one superior race of people can easily be seen as something that Hitler was trying to accomplish during the Holocaust. Huxley presents the society in his book as being a greater civilization. A totalitarian type of leadership is also presented in his book. According to him, this would be the best and most effective type of government. Hitler also thought that a totalitarian government was best. We see several similarities between Hitlers Germany and Huxleys†¦show more content†¦The society that we see portrayed in Brave New World had the same goal. The objective was to build a nation that is superior to the common people. Brave New World portrays common people as being disgusting savages with no refinement. 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Recruitment And Selection Process In Hospitality Section - Samples

Question: Discuss about the Recruitment And Selection Process In Hospitality Section. Answer: Introduction Recruitment and selection is the process of sourcing and selecting the most suitable job candidates for the right position of an organization. The success of an organization is highly dependent on effective recruitment and selection process, which hires the most effective employees towards achieving organizational success. In case of hospitality sector, the success of organizations is completely dependent on the skills and talent level of employees for satisfying the customers (Huang et al., 2016). Hence, the hospitality recruiters must be extremely crucial in their hiring process for selecting most suitable and talented employees towards leading organizational success. This paper will choose 5 peer reviewed journals on different aspects of recruitment and selection process in hospitality section. The description of each annotated bibliography will also discuss the contribution of the articles in the study of recruitment and selection in hospitality sector. Communication skills, recruitment and selection, retention, turnover, assessment This article examines that the employers of hospitality industry in Macau are facing extreme challenges in recruiting and selecting best employees due to tight labor market condition. As per this article, the employers in different countries prefer different types of selection methods for selecting the best employees. The employers of United State mostly prefer reference check method for selecting best employees. Furthermore, the employers assess the abilities of the employees through a trial work period. Application form, initial interview and reference check methods are the best rated assessment method in United Kingdom. Furthermore, the article has highlighted on structure interview, performance test and personality test for substantive assessment of the employees (Chan Kuok, 2011). The research question of the article has been focused on the preferences of employers regarding best recruitment and selection method. The purpose of the article is to assess the important employee sk ills considered by the employers during recruitment and selection. In order to collect data regarding the research topic, the author has selected 135 employers of Macau hospitality industry. Moreover, survey questionnaires have been distributed among the selected employers, which were regarding their preferences of employee skills and selection method in employee selection. Moreover, the article has concluded that resume and interview method are mostly used by the employers for employee selection and assessment. This study is particularly applied to recruitment and selection methods used in hospitality sectors. The findings of this study will be highly useful in my study of hospitality sector because it suggests best recruitment and selection method for hiring high quality employees. I will use these findings to analyze hospitality sector, as it has demonstrated key skills required among the employees of hospitality sector. From the findings of the article, I have understood that the employees of hospitality industry need high level of human relation skills. Such skills can help the employees in provide high quality customer service to the customers for leading high level of customer satisfaction. On the other hand, competitiveness of the hospitality sector is also largely dependent on the verbal and interpersonal skills of the employees. Moreover, the sector can provide warm welcome and attractive service to the customers through the employees having high level of interpersonal skills. Entry-Level managers, gap analysis, recruiters, students, skills, curriculum design The article examines the differences in the perception between hospitality recruiters and hospitality students in regards to skills required for entry level managers in hospitality sector. The research questions of this article have been designed to explore the gaps in the perception of KSA requirement for entry level managers in hospitality sectors between the recruiter and students. Furthermore, the purpose of the study is to minimize the gap of perception between the recruiters and students regarding the KSA requirements for entry level managers in hospitality sector. As per this article, the recruiters of hospitality sector mostly prefer oral communication, analytical ability, teamwork and leadership, interpersonal skills, adaptability and self management skills for selecting entry level managers (Huang et al., 2016). However, the students are not much aware of the adaptability and self discipline skills, as they are not integrated with the hospitality programs. The article has s elected pilot study, where survey was conducted on five enrolled students in the home institution of the researcher. Apart from that, the article has also selected a list of recruiters at a Midwestern hospitality program. Moreover, the study has concluded that relocation and self discipline are the big gaps between the hospitality recruiter and hospitality students. Moreover, the hospitality professionals should cultivate self-disciplines of the students at the campus for preparing them effectively for the position of entry level managers. This study has been particularly applied to hospitality sector, which can help me to know huge useful information regarding this sector. Moreover, the findings of the article have identified the gaps in the perception between the hospitality recruiter and hospitality students regarding the KSA of entry level managers. I will use these findings to enhance my knowledge regarding the actual KSA requirements for the entry level managers in hospitality sector. I have understood that the managers at entry level of hospitality sector must understand the value of relocation for the business progress. Moreover, the adaptable nature of the entry level managers will help them in better adjust with the new business location. On the other hand, the findings of the article have also explored that the hospitality recruiters prefer the intrinsic characteristic of the candidates more that their specific skills. Moreover, such skills are highly required for the entry level managers to maintain warm re lationship with the employees. The hospitality professional should cultivate self-discipline among the students for best preparing to be preferred by the hospitality recruiters in the position of entry level manager. Recruitment process, selection factor, front desk agent, hotel, hospitality This article examines the selection factors, which the recruiters and hiring mangers consider the cover letter, resumes and face-to-face interview, while hiring front desk agent in hospitality sector. The purpose of the study is to assess the perception of recruiter and hiring managers, while hiring front desk agents for hospitality sector. The objective of the article is to promote, improve and better achieve desired outcome in selecting successful applicants. As per this article, the review of resumes and interview are considered as the most frequent and relevant ways of selecting a front desk agent. The cover letters demonstrate the personality and communication skills of the applicants, which are extremely important for the front desk agents to solve problems, provide excellent customer service and developing teams (Meagher, 2017). On the other hand, the resumes are extremely important for identifying the information regarding the educational qualification, work experience, inter est and achievements of the applicants. The article has also explored the importance of interview in assessing the cognitive ability of the applicants. The article has selected 12 recruiter and hiring managers of hotel sectors for collecting data regarding the research questions. Moreover, the study has concluded that the recruiters and hiring managers mostly review resumes and interview for hiring front desk agents. Such method assesses the personality, hospitality experience and people interaction of the applicants. The study is particularly applied to the recruitment and selection process for hotel industry. More specifically, the findings of the study have revealed the suitable recruitment and selection factors adopted by the recruitment and hiring mangers to hire quality front desk agent in hotel sectors. I have understood that the hiring managers of hotel sectors face extreme challenges in selecting quality and experienced front desk agents. However, the recruiters and hiring should review the cover letter of the applicants for assessing the personality and communication skills of the applicants. I have understood that that work experience is the most important factor, which the recruiter should consider during selection of front desk agents. It is extremely important for my study to understand the importance of resumes in selecting the applications. Moreover, the resumes reveal the work experience, extracurricular activities and educational qualification of the employees. Furthermore, the a rticle is also important for me to understand the important of structured interview in selecting the best applicants in hotel sectors. This method recognizes the cognitive skills of the applications, which help them to interact with the customers effectively. Recruitment and selection, human capital, human resource management practice, innovation The article examines the importance of human resource practices in fostering innovation in organization. The major focus of this article is relied on exploring the mediating role of human capital in enhance organizational performance. The recent investigation of this study has revealed that effective recruitment and selection process helps the managers to hire quality talented employees, who can contribute in the innovation process of the organization. However, recruitment and selection process does not have direct impact on enhancing the level of human capital (Nieves Quintana, 2018). The hypotheses of the article have been set to explore the importance of rigorous recruitment and selection process in the level of human capital. Furthermore, the purpose of the article is also to assess the significance of training and development in enhancing the level of human capital, which is targeted towards fostering organizational innovation. The author has selected cross-sectional survey on the employees of 109 hotel establishments for collecting important data regarding the research hypotheses. Moreover, the study has concluded that recruitment and selection process does not necessarily contribute in enhancing the level of human capital, but it directly contributes in innovation process. Effective hiring and selection process attracts and selects highly talented employees, who can directly apply their unique knowledge and ideas in fostering innovation ideas towards organizational competiveness. The article is completely concerned about assessing the effectiveness of recruitment and selection process in enhancing the level of human capital. Moreover, the findings of the article suggest that recruitment and selection process enhances the source of talented employees in organizations for fostering organizational innovation. One of the important things, which I have understood from the study, is that recruitment and selection process does not directly influence the quality enhancement of the employees, but it directly attracts and hires the talented employees for fostering unique ideas on business process. Hence, this article has highly contributed in my study of recruitment and selection in hospitality sector. Moreover, the article has also helped me in assessing the importance of training and development in the innovation process of the hospitality sector. Effective training and development process of the key for enhancing the level of human capital. Such process develops the skills, knowledge and abilities of the human capital and encourages them to foster innovative ideas for generating competitiveness in organizations. Recruiting, selection, employee level, social networking sites The article investigates the importance of social networking sites for the selection purpose of hospitality sector. As per this article, most of the USA employers in hospitality sector are using social networking sites for screening and investigating the job candidates. Moreover, the employers use these sites to verify the information provided by the job applicants. 45% of the U.S employers are already using social networking sites for assessing the personal preferences, interests, demographic information, links and favorite videos of the job candidates posted on their social media profile (Chang Madera, 2012). Moreover, it has been considered as the most effective, inexpensive and easy selection method for screening the job candidates before their selection. The objective of this article is to explore the way in which the recruiters are using social media sites for screening the job applicants. Furthermore, the article is also aimed at assessing the extent to which the valence of i nformation posted on social media accounts influence the recruiters on their usage of social sites in recruitment and selection. The author has selected 80 hospitality industry recruiters and conducted survey method on them for assessing their level of social site usage in selection process. The article has concluded that the employers mostly consider the negative information of job application on the social accounts for rejecting them. It is evident that the hospitality recruiters mostly use social networks for hiring management level employees than hiring entry level employees. The findings of the article are extremely important for my study of hospitality sector and its recruitment and selection process. This article has focused on an interesting aspect of selection process, where 45% of hospitality recruiters are using social networking sites for screening the job applicants before hiring them. I have understood that social networking sites are the most efficient and cost effective ways of screening process, where the employers can validate the information actually provided by the applicants. I can also use these findings to assess the importance of management level employees over the entry level employees. Moreover, the turnover of management level employees is quite expensive than the turnover of entry level employees. Hence, most of the recruiters use social networking sites for assessing personal information of the management level job candidates before hiring them. References Chan, S. H., Kuok, O. M. (2011). A study of human resources recruitment, selection, and retention issues in the hospitality and tourism industry in Macau.Journal of Human Resources in Hospitality Tourism,10(4), 421-441. Chang, W., Madera, J. M. (2012). Using social network sites for selection purposes: An investigation of hospitality recruiters.Journal of Human Resources in Hospitality Tourism,11(3), 183-196. Huang, Y., Lalopa, J., Adler, H. (2016). An analysis of entry level management requirements: Are there differences in perceptions of hospitality recruiters versus hospitality students?.Journal of Human Resources in Hospitality Tourism,15(3), 346-364. Meagher, K. A. (2017). An examination of the recruitment selection factors for a front desk agent.Journal of Human Resources in Hospitality Tourism,16(2), 171-191. Nieves, J., Quintana, A. (2018). Human resource practices and innovation in the hotel industry: The mediating role of human capital.Tourism and Hospitality Research,18(1), 72-83.