Efficiency Essays

Efficiency Essays Efficiency Essay Efficiency Essay DISCUSSION 1) From the result obtained above, draw the equivalent circuit of the transformer referred to the primary side. Req= 2.177 ?, Xeq= j5.523 ? Rc= 1008 ?, Xm = j66.67 2) Recalculate the efficiency of the transformer using the general formula that you had written down in section (6) of your pre-lab work for full-load, 75% load and half load. At rated (Is = 5.25 A) Copper Loss, Pcu = Psc? = 60 W Core Loss, Pc = Poc? = 5.33 W Full Load Efficiency = PsPs+ Pcu+ Pc x 100 % = 607607+60 +5.33 x 100 % = 90.28 % 75 % Load Efficiency = (0.75)Ps(0.75)Ps+ 0.75(0.75)Pcu+ Pc x 100 % = 455.25455.25+ 33.75 +5.33 x 100 % = 98.04 % 50% Load Efficiency = (0.5)Ps(0.5)Ps+ 0.5(0.5)Pcu+ Pc x 100 % = 303.5303.5+15+5.33 x 100 % = 93.72 % 3) Compare the values of the efficiencies obtained in section (3) of your results with recalculated values in section (3) above. Comment on your findings. There is a difference in the efficiency for all the three condition which are full-load, 75% load and half-load. From the graph, the efficiencies for the full-load, 75% load and half-load are 96%, 98.5% and 96.8% respectively. While the calculated efficiency for all these three conditions are 90.28%, 98.04% and 93.72% respectively. The calculated value for the efficiency is done in part 2) discussion and theoretically the calculated value is more precise than experimented value. This happened because there are some errors while conducting the experiment whether human error or environment error or there is an error at the equipment itself. 4) Determine the maximum efficiency of the transformer. n= PcPcu n= 5.33360=0.298 ?max= 1820(0.298)18200.298+0.298(0.298)60+0.298(5.333)?100%=98.74% 5) Calculate P? and PV. The values should be same as the wattmeter readings. Determine the ratio of PV/ P? . Pv=2VIcos30? °=2 ?127 ?2.5?cos30? °=549.92 W W P? = 3VI = 3? 127 ? 2.5 = 925.5 W PvP?= 549.92925.50 = 0.594

Human Resource Management Essay Example | Topics and Well Written Essays - 2000 words - 6

Human Resource Management - Essay Example One positive solution is the recruitment of older individuals into the current workforce. This strategy will serve in solving the current shortage in the labor force as well as provide long-term benefits that future generations will be able to reap. The main approach that should be taken when attempting to implement this strategy is the encouragement of the ideal that older employees are still needed within the workforce. Organizations should strive to make their older employees feel wanted and integrate them with younger generation so as to allow them to benefit from their experience. Doing so successfully will solve the problems that are currently being faced by the organizations and attempt at ensuring that they will not have to be faced again in the future. Introduction The labor force has been faced with a problem over the past couple of years as an ageing population has become the near majority of available workers as the society faces a decrease in birth rates in most develope d countries. This issue has meant that organizations have had to come up with a way to ensure that they can gain a steady supply of labor so as to avoid complications with replenishing their workforce when necessary (Denhardt & Denhardt, 2009). The main solution would be a long term objective of adopting strategies that will enhance the transition of employees that go through an organization’s doors. Including the older employees in the workforce can be said to be the first strategy that should be implemented towards achieving this objective. However, methods will have to be developed so as to ensure that the strategy implementation is successful (O'Brien, 2009). To do so one will have to look at the various challenges that may be faced while trying to integrate the older generation into the workforce and the possible solutions that can be found for them. The benefits should also be studied to determine the advantages that will come with the application of this new approach t owards the older workforce (Denhardt & Denhardt, 2009). The strategy will have to include ways of encouraging the older employees to remain with the company as in some case, others could have been tempted with the thought of retirement. There will also be a need to develop ways in which the older generation will work in harmony with the younger employees. Business Case There is a wise business sense in implementing the strategy of involving the older generation within the workforce. The main issue would be to look at the benefits that such an action would bring to an organization and which areas would such a strategy improve (Denhardt & Denhardt, 2009). While looking at the case from a business point of view, the first thing to be considered would be the costs that could be incurred or reduced as a result of recruiting older workers into the labor force. The main issue would be that the action would only prove justifiable if the act of including additional older employees into the w orkforce will result in a reduction of the costs of operations and if possible, provide a means of profitability as well be it marginally or outright accountability (O'Brien, 2009). In order to establish this, there will need to be a number of areas that have to be studied

Comparison Essay Example | Topics and Well Written Essays - 1000 words - 1

Comparison - Essay Example Winning could be determined using various standards determined by the respective judges. Examples of these sports, which would be featured in this paper as it seeks to compare and contrast them from various aspects, include football and baseball. Football refers to sports involving ball kicking with the aim of scoring a goal. The most common form of football, association football, just referred to as football originated from Romans and Ancient Greeks. There would be opposing teams comprising of between 11 and 18 players with a maximum of 11 players being in the field at any playing moment. The points in the game would be earned by scoring goals by moving the football towards the opposite team’s side of the field with the aim of having the ball enter between the two goal posts. The opponents would be defending the goal line to make sure that the ball does not cross it with goalkeepers being the only players with the right of touching the ball in preventing a score. Several code s such as offside, free kick and being carded would be determined by the set rules and regulations to govern the game. The winner would be determined by the team with the highest number of goals. Various clubs have existed since the 18th Century involved in competitively playing football. The official international football governing body, FIFA has its headquarters in Zurich with six associated regional confederations. Baseball sports involves two teams each of nine players aiming as scoring runs through hitting a thrown ball using a bat a hitting four bases at the corners of the diamond, usually 90 foot in size. The batting team players hit in turns against the pitcher of the opponents, the fielding team which stops them from scoring runs. With the recording of three outs from the fielding team, the teams switch between fielding and batting. The winner would be determined by the number of runs such that the team with the most runs wins. Baseball and football have attracted huge fan s in countries with these sports such as the US. Both football and baseball are ball games, despite the difference in the sizes and shapes of the balls. Players would throw the ball and run after it. To win in either of these sports, teamwork plays a crucial role in ensuring that the highest number of scores has been recorded. This means that teammates have to co-operate with each other, following the strategies given by their coaches for a win to be recorded. Just as there would be substitute players and goalkeepers in football, baseball would also have substitute catchers, infielders and outfielders. Both sports have rules and regulations that govern the way the players should conduct themselves and the determination of the winner. The players have the technical team that holds the decision of who to feature in the starting line-up, who to substitute and coaching on the strategies to use so as to win. Football teams and baseball teams have owners and even at times share owners bet ween football and baseball clubs. For example, while having a shareholding in Arsenal Football Club, Stan Kroenke also owned the St. Louis Rams (NFL). Nonetheless, these two sports have distinctive features. First, in football, players would always attack the opposite team to prevent them from moving forward towards the goal. But in baseball, this would be a rare observation. While goals would be scored in football as the determinant of the winner, runs would be scored

Discussions 2 Essay Example | Topics and Well Written Essays - 500 words

Discussions 2 - Essay Example When they run off the road, its June Star who mentions that no one has been killed - yet. The reader knows the "yet" is inevitable when the three men get out of the car. In the grandmothers eyes Red Sammy is a "good man." This is why OConnor tells the reader so much about him because she wants to characterize the difference between a good man and a "bad man." This is the classic "good vs. evil" theme. There are only two references to Hiram in the entire story and they are both about him and his expertise of the car. He is not described at all other than saying he has a grey hat. A Narrow Fellow in the Grass -- it seems that she is using personification in that she is giving a snake in the grass the title of "boy." She also uses a lot of simile -- the grass divides with a comb (like hair is divided), the shaft of "hair" that is spotted. Another simile, "Unbraided in the sun" as the snake slithers away instead of being picked up. "A Narrow Fellow in the Grass" is a metaphor because she is actually talking about a snake and not a boy. She also uses imagery because we can see the scene she points out. Using phrases like the first paragraph where she points out that the grass parts and then closes -- the reader can see this happening. Also, the fact that she gets a little scared whenever she sees a snake, though she treats the snake with kindness. Wild Nights -- it seems that the writer is comparing wild desires (aka wild sexual desire) to the way that a ship at sea is thrown back and forth when the winds are highest. It is as thought her sexual desire (maybe she has had this happen before and wants a bit more) is as tempestuous as the sea. 6. Black poets -- all of these men wrote poems about what they believed in and what they understood. They had many references to slavery and to the plight of the black man. All of their poems are vibrant with passion and imagery. Langston Hughes always seems to make the reader see in similes. In "Let America Be America

Case Study On Managing Cultural Diversity Management Essay

Case Study On Managing Cultural Diversity Management Essay Is diversity good for business. The awareness of benefits from managing diversity is becoming more and more explicit during daily human resource management work. The diversity management is an important strategy of the human resource management which to promote the perception, acknowledgement and implementation of diversity in organization and institutions. It may lead to a common interest between employers and employees. The conflict associated with diversity management is inevitable according to its principal. On the other hand such collide would be regarded as a generator of new methods, viewpoints, interests, creativity and way of solving issues as well. Whether diversity is a potential performance barrier or a value-added action is determined by institutions policies. In the first part of this essay, what is diversity management, why it is essential and what would benefit from by organizations will be discussed. In the last part of the essay will analysis cultural change model and present approaches to diversity from practical case before conclusion. The human resource plans and policies are designed by the management to achieve some goal (Alexander Lewer, 1998), such as attracting, retaining and effectively making use of labor resources in all kinds of organizations, from profitable companies to education facilities, from government departments to supermarkets. As a strategy of human resource management, diversity management is a daily increasing perspective of tackling with impacts from employees with different background. Diversity is defined into two dimensions from peoples social and cultural identities. It refers to the ways people differ from each other. The primary dimensions described as peoples fundamental characters, such as age, ethnicity, gender, physical abilities, race and so on. The secondary dimensions refer to persons self definition via educational background, income, marital status, religious beliefs etc. Both of the dimensions may hold the same status of daily cultural impact on a multicultural organization. Cultural diversity is a specific area in diversity, which focus on peoples characters labeled culturally, including gender, age, ethnicity, race, and also lifestyle, immigrant status and language facility. Cultural diversity management is aimed at taking advantage of staffs different cultural background to increase their motivation and creativity, further to bring a successful close to strategy. Increasing diversity management can be a double-edging sword. Although the awareness of cultural diversity in workforce is becoming day by day better recognized by organizations, it is often effectively limited due to the passively abidance of legal compliance and human rights protection. Based on theory and research, inappropriate implementations can create barrier to high performance. Firstly, diversity can increase misunderstanding and conflict among employees from different cultural background. Compared with more homogeneous group, the former group may experience lower levels of social attraction and competitiveness. Secondly, too much diverse leads to harassment and discrimination behaviors. As different managers hold different opinions of managing cultural diversity, different approaches can be implemented. One of the simplest methods is avoiding diversity. However the reality is for most multinational organizations, it is not feasible. How to take advantage of cultural diversi ty without suffering enormous disbenefit is the main issue faced by employers. Another side of the diversity sword is that well managed diversity can catalyze the performance of organizations at different aspect, which means a value-added activity. First of all, well implemented approaches create an image of fairness and respect for all people which is an ideal working environment for staff. These terms are listed in formal statements of policy in every organization in the world, but unless the company has effective and ongoing strategies, those clauses are just another meaningless and hopeful fairy tale without princess. Whats more, employees from different cultural background diversify solutions of problems, decision making, skills and allocation of resources (Gardner Plamer, 1992), which can provide a larger pool of ideas and experiences. The organization can draw from that pool to meet Business strategy and the customers needs more effectively. And also provide individual talents, creativity and experiences (e.g. languages, cultural understanding) from div erse culture. This may allows a company to provide a global service to customers and also improve their marketing strategies. In addition, opinions from diverse cultural background enhance critical analysis in decision-making groups. In a series of research studies, Charlene Nemeth found that groups subjected to minority views were better at critically analyzing decision issues and alternatives than those that were not. The essay will analysis diversity using cultural change model (Taylor Cox Jr, 2001) in the next part. Model for Cultural Change Figure attached reveals a model for organizational implementations to tackle the impacts of diversity (Taylor Cox. Jr , 2001). Every element from this model should be considered as an effective organizational change. Following the flow of the arrows suggests, every element is influenced by the diversity and continually interacts with each other in the process of self learning. Leadership Leadership is a behavior that establishes an objective for improvement which provides a sense of urgency and importance for the vision. The orientation of change is also called vision. Meanwhile it also generates motivation of others, and brings an ideal environment for achievement of the vision. At the same time, a leader should be involved in vision, establish the adequate organization design and integrate the diversity management with the companys business strategy. It is absolutely the most essential element for change. As its vital role of a diversity change effort, leadership is on the top of the list while implementing diversity. Leaders are those who have influence with other members within the organization, such as CEOs, heads of unites of organizations or divisions, HR staff members with diversity assignments and head of labor unions. In order to achieve fully effectiveness of the implementations, the change should satisfy these conditions: (1) leadership starts at the executive; (2) it takes generations of administration to make the effort work, and (3) leadership should present directly without delegate. First of all, to be fully effective, leadership on diversity must start at the top. A change of presidents would produce a noticeable slow-down in progress toward the goals that were laid out for diversity excellence. Although other members of the leadership team below the CEO level, including the head of the HR function and several engineering managers, continue to work on the diversity change effort, the effort lost momentum that was never recovered. Secondly, it takes many leaders to achieve the final goal. In Alcoa, for example, a remarkable progress of cultural diversity owe to leaders at different levels of management chain. In 1999, the executive vice president George Bergeron included an assessment of progress on the diversity goals of the company as part of the incentive compensation formula for all managers reporting to him. Partly as a result of this action, the business units under his authority were all active in working the change model and achieved remarkable progress in the first year of work (Taylor Cox, 2001). Eventually, unless there is someone taking the responsibility of making change, the effort made to diversity would doom to failure. Research Measurement Research is a method of collecting data by which people solve problems about environmental element or phenomenon (Taylor Cox Jr, 2001). In the context of organizational effort on diversity, such problems are specified as: (1) gender distribution which regarded as a question about element and (2) whether an employees job performance is influenced by age is categorized as the relationship between elements. Measurement indicates approaches to record the effectiveness of diversity change. This part of model explains several questions of using data, including how to create criteria to implementation with data, how to use data to improve awareness of diversity, how to evaluate the environment for diversity and how to critic progress has been made. Take Alcoa as an example, there was a significant meeting of managing department in both business unit and resource unit, which regarded as a watershed event in leader commitment. Data presented on diversity of this meeting based on surveys and interviews at around five different locations of the organization. Some quotations were wrote down during the interviews with employees from every grade of job, and written on board and showed around the meeting room. Then the leaders walked around and read the messages, some of which approved to run counter to companys elemental values and policies. This is just a simple experience of using internal data, which became a motivate activity for forming support of the diversity effort at A lcoa. As is shown above, research and measurement are fundamental to the diversity management process, while using data to act on improvements means using data to increase commitment, enhance training, diagnosing the climate for diversity and measure progress (Taylor Cox Jr, 2001). Education Education refers to trainings and practices of any change effort. As a core feature of way to diversity, approaches of learning must diversified to fulfill its original purpose. Employees showed great conscious of diversity during the training period, many of which would not last long after training procedure. In order to deliver a remarkable education on diversity and collect better return from investment on diversity training, an educating design should based on certain ingredients: content, format and logistics, participants, and facilitation. Firstly, the content of training on diversity should be critical hence multidimensional. Each dimension is specified into different substance, for instance, to specify the required subtopics, to indicate the relationship among topics and to illustrate the type of the content. Secondly, the format and logistics of a diversity education are determined by time and approaches of the training. The effectiveness of training is not only influenced by the length of training period, but also affected by the way of using time. For example, instead of a one-day-six-hour exhausting boredom, a two hour well sequenced training program of three days is more effective and efficient. Thirdly, in the participant perspective, how large the trainee group, how many fields and levels of the employee, and the preparation for the participants should be considered before education. For example, a two-hour diversity education practice with an objective of simply understanding the business reasons of investing in diversity improvement was held by a division of General Motors. Based on a clear and narrow objective, and presented by a one-way communication, the training process was highly effective with the large group. Lastly, facilitation is the finial main element affecting education, including way to open and close the training, to handle with sensitive topic, and to create internal expertise. Alignment of management system Management system is the intermedium of managing, such as organizational policy, implement, regulation, or process. This covers main human resource practice, like recruitment, promotion, development, and even work conditions, or the physical design of working environment. These systems must interlink with one another as an organization is a social system. Before implementing alignment assignment, three components: time, space and people should be considered. To start with, time factor is the time which is scheduled for the work performance. It contains length of working period, use of overtime, time-off policies (holiday, leave and vacation), and retirement policies. What is fundamental and simple that, if a company has flexible time-off policies, it would be better to attract, retain, and motivate diverse employees. Muslim could decide whether or not work at their prayer time in a multinational company, and Chinese workers might enjoy their reunion with their families at Spring Festival. Whats more, space factors have to do with the physical working surroundings, including the neatness of working place, the barriers between different individual employees and so on. Eventually the people factor could be expended as recruitment, promotion, bonus, performance measurement, and career trajectories development and succession planning. People factors are designed to retain human resource and achieve the employment outcomes. As described in this chapter, there are large amount of issues in these three areas must be considered under the change for diversity. Nevertheless, any of them should not be tackled independently. Follow-up This factor contains adjusting the learning loop and establishing accountability for the results, so that the action processes become more and more accurate, hence the management system becomes more and more effective on diversity. In order to maintain effective and reasonable follow-up while changing towards diversity, a series of specific activities should be contained in the follow-up procedure, including make use of plan reviews, keep record, provide motivation for good behavior ,and control knowledge retention and transfer. In reality, Alcoa has a motivate reward plan provides bonus besides the base salary. Like many companys, the bonus reward on job performance is yearly issued. For higher-level managers, the bonus from holding stock might generate a fortune of hundreds of thousands of dollars for a CEO. Even middle-level managers would have tens of thousands of dollars according to their performance under the whole organizational strategy. It is a very practical but extremely effective incentive. When efforts towards diversity failed, it would be always traced back to poor following. When the following is poor, the whole orientation would collapse. Conclusion Based on Taylors cultural change model, which indicates a process of changing effort meeting the impacts from managing cultural diversity in a company, the way towards harmonious diverse workplace is brambly. Efforts should be made in each corner of the organization, from line worker to executive of division, from sales people to technical team and marketing staff, from London branch to Delhi branch. Diversity is based on certain intentions: labor force is the most valuable resource, every employee should be treated with respect and equality, and equal opportunities for people of all groups. In order to achieve diversity in organization or even country, it takes not only moral obligation to accomplish their orientation, but also generations of unremitting endeavor, hence the demand of building diversity organization is more than a requirement of maximizing business performance.

Character Analysis of Othello Essay examples -- Papers Shakespeare Ess

Character Analysis of Othello â€Å"Othello† is a tragedy and Othello is a tragic hero. Othello is a general in the service of Venice. He is good, courageous, brave and trustworthy. However he has some weaknesses such as insecurity; he is too open, naà ¯ve, and gullible, Iago plays on his weaknesses which brings about his downfall and he kills himself. This causes the suffering of innocent people like Desdemona, Emilia, Cassio and Roderigo. The audience also feel pity for Othello and this creates a sense of wastage at the end. Iago’s main aim is to bring about Othello’s downfall. He has many reasons for this, such as his anger as Othello rejected him for the post of lieutenant and he hates the fact that a black man has such a high position, who has the power to reject him. Iago’s plan to destroy Othello is mainly motivated by racism. He suspects that Othello slept with his wife. This play was written by Shakespeare in the 17th century. During that time, the attitude of the people towards the black people was negative. The black people were treated as lower class citizens. This play is initially set in Venice in the mid 15th century. The Venetians would also have treated them worse and differently. Shakespeare wanted to show the black character in a positive light and create sympathy for him representing him as a victim of racism to make a comment on his society. Shakespeare uses various dramatic devices in this play. This essay will explain to what extent racism contributes to Othello’s downfall. Act 3 scene 3 is important because this is the scene where the character of Othello changes. Before this scene, Shakespeare has already ena... ...on as a result of Othello’s insecurities, such as jealousy. It could also be argued that these insecurities are caused mainly by the racist society. Which at its heart it is racist and sees him as an outsider as this play is set on Venice. It is not just Iago who refers to him as a moor. â€Å"I am one sir†¦Ã¢â‚¬ ¦ moor are now making the beast with to backs†. But Brabantio also says that â€Å"Look to her, moor, if thou†¦Ã¢â‚¬ ¦ and may thee†. Othello also recognises this as a possible reason for Desdemona’s infidelity. â€Å"For haply I am black†¦Ã¢â‚¬ ¦Ã¢â‚¬  However there is one other consideration to take into account Othello acts with reason, rather then emotion when he decides to kill Desdemona; He still loves her. But his need to be in control is stronger in the end. He feels that his duty is to kill her. Finally both the factors are to be blamed.

Journal Critique By Harsha Sooka

The introduction of the article starts off with why the study was conducted, due to the discovery of causality amongst patients who had used gadolinium based contrast agents. Nephritic Systemic Fibrosis (NSF) was the disease caused by the use of the gadolinium based contrast agent. Once again the introductions lacks literature on what this disease actually was or how the gadolinium based contrast agent caused it. The Introduction then goes Into the history of the different contrast agent and non-contrast agent magnetic assonance angiography methods.Then towards the end of the Introduction the alma of the research that was conducted was mentioned, which Is a good idea as It brings the reader, back in to understanding as to why the research was conducted. Moving on to the next part which is the methods which was explained by the authors in much detail as to what they exactly did to study the different patients, what ages and sexes of patients that took part in the research and how the research was in line with the ethics and law.Which is in fact a good start which to the methods, which shows the reader that the research was conducted ethically and according to law. The methods then go into how the study was compared with deferent sequences which are AD OTF and a TRANCE covering the kidney and pelvic vessels, a AD OTF, a AD PC and a AD B-SSP covering the aortic bifurcation and pelvic vessels. The authors also mentioned what was outcome that was to be compared and also one type MR.. Machine that was used In the whole study (Phelps 1.T Cochlea). The results contained the outcomes of the study, which were the quality of the image from the different sequences and also the factor of time taken for each of the sequence. Which was placed in tables and images and used to compare the discussion part of the article and towards the end of the result paragraph all the sequences were ranked according to all evaluated parameters. The end of discussion touched limitations and al so gave advantage of using non-contrast enhanced magnetic resonance angiography.The conclusion finishes off with the explanation as to how the authors are positive that Non-contrast enhanced MR.. Offers a safe preoperative examination for assessment of pelvic vessel status before kidney trans- plantation without any risk of NSF, nonprescription or radiation. They also lastly touched as to which of the sequences were recommended and how Important It was do prevent such complications caused. This Is a nice short and simple paragraph that does have a strong effect on the reader as to how their aim was successfully achieved and how