Text in Afrikaans / Hoë werkloosheid het 'n permanente kenmerk van die moderne samelweing geword en daarom word daar huidiglik baie aandag geskenk aan die psigologiese impak van werkloosheid op die werklose persoon en sy gesin. Die teoretiese benadering van hierdie studie is dat werksverlies 'n stresvolle lewensgebeurtenis is waarvan die impak binne 'n sistemiese benadering bestudeer is. Die kwalitatiewe navorsingsmetode is gevolg. Die navorsingsresultate is verkry deur in-diepte onderhoude te voer met agt blanke getroude pare. Die resultate van die onderhoude is vergelyk met bestaande navorsing oor die impak van onwillekeurige werksverlies op die individu en sy gesin. Resultate dui daarop dat werksverlies 'n verpletterende ervaring is vir sommige pare terwyl dit in ander huwelikke lei tot groter intimiteit en persoonlike groei. Veranderlikes wat vir hierdie verskille verantwoordelik is, word geidentifiseer. Implikasies vir toekomstige navorsing word bespreek. / High unemployment has become a permanent feature of modern-day society. As a result there has been an increased interest in the psychological impact of involuntary job loss on the individual and his family. The theoretical appraoch of this study is that job loss is a stressful life event which is studies within the subsystem of the family. The research design is the qualitative method that was executed by conducting depth interviews with eight white couples. The results of the interviews were compared with those of previous research relating to the impact of involuntary job loss on the individual and his family. Results show that job loss is a devastating experience for some couples while other couples experience it as a opportunity for personal growth and increased intimacy in the relationship. Factors that account for these differences are identified. Implications for future research are discussed. / Psychology / M.A. (Sielkundige Navorsing)

Submitted by Milena Rubi (milenarubi@ufscar.br) on 2017-02-15T13:09:47Z No. of bitstreams: 1 SILVA_Daniela_2016.pdf: 80229234 bytes, checksum: b31611b87e5042713f6fb30cf6fd48ff (MD5) / Approved for entry into archive by Milena Rubi (milenarubi@ufscar.br) on 2017-02-15T13:10:02Z (GMT) No. of bitstreams: 1 SILVA_Daniela_2016.pdf: 80229234 bytes, checksum: b31611b87e5042713f6fb30cf6fd48ff (MD5) / Approved for entry into archive by Milena Rubi (milenarubi@ufscar.br) on 2017-02-15T13:10:08Z (GMT) No. of bitstreams: 1 SILVA_Daniela_2016.pdf: 80229234 bytes, checksum: b31611b87e5042713f6fb30cf6fd48ff (MD5) / Made available in DSpace on 2017-02-15T13:10:14Z (GMT). No. of bitstreams: 1 SILVA_Daniela_2016.pdf: 80229234 bytes, checksum: b31611b87e5042713f6fb30cf6fd48ff (MD5) Previous issue date: 2016-05-16 / Não recebi financiamento / This research analyzes the work of the operators of a converter substation of electricity from the interior, which can be considered exhausting due to the operating modes that are intrinsic in their daily lives. The objective seeks to identify the impacts caused by organizational changes on the work of people and the system performance due to reduced staff started in 2011. The methodology used was a case study outlined by the Activity Ergonomics of Work. The results indicated that before the staff reduction procedures were performed more safely and accompanied by aspects related to learning issues and recognition of operators. It was concluded that changes in work organization impacted in accelerating the scrapping of the equipment and the precariousness of the work of operators. / Esta pesquisa analisa o trabalho dos operadores de uma subestação conversora de energia elétrica do interior paulista, que pode ser considerado desgastante devido aos modos operatórios que estão intrínsecos no seu cotidiano. Como objetivo busca identificar quais os impactos causados pelas mudanças organizacionais sobre o trabalho das pessoas e no desempenho do sistema, advindo principalmente da redução da equipe, iniciada em 2011. A metodologia aplicada foi um estudo de caso delineado pela Análise Ergonômica do Trabalho. Os resultados indicaram que antes da redução de pessoal os procedimentos eram executados de forma mais segura e acompanhados de aspectos relacionados a questões de aprendizado e reconhecimento dos operadores. Concluiu-se que as mudanças na organização do trabalho impactaram na aceleração do sucateamento dos equipamentos e na precarização do trabalho dos operadores.

Common law does recognise the concept of dismissal based on operational requirements. It recognises dismissals that are based on breach of expressed or implied terms of contract of employment. The concept of operational requirements has its roots in the Labour Relations Act 28 of 1956. This Act recognised termination of employment of a number of employees due to ability, capacity, productivity, conduct and operational requirements and needs of undertaking industry trade or occupation of the employer as legitimate. Under the 1956 LRA, employers were allowed to dismiss employees if employees refused to accept the proposed change to conditions of employment. The dismissal is called lock-out dismissal. This kind of dismissal entitled employers to dismiss employees on condition that the dismissal was temporary and the workers would be re-employed when they agree to the demands of the employer. After the contract of employment was terminated between the employer and employees, the employer was allowed to implement the changes using scab labour. The 1995 Labour Relations Act introduced section 187(1)(c) that was intended to re-enforce the abolishing of the lock-out dismissal. This section strictly forbids the dismissal of employees in order to compel them to accept demands of the employer in matters of mutual interest. Such dismissals are regarded as automatically unfair. In terms of section 64(4) of the 1995 LRA employers are not permitted to unilaterally effect changes to employees’ terms and conditions of employment. They are required to seek and obtain consent of the affected employees. If employees refuse to accept the proposed changes, the employer can use lock-out as defence. Firstly, the employer can initiate lock-out until employees accede to its demand. Secondly, the employer can lock-out employees in response to the notice of strike or strike of the employees. The employer can use scab labour during this lock-out period. Unlike the lock-out dismissal, lock-out under the 1995 LRA does not include termination of contract of employment. iv In contrast, employers are allowed to dismiss employees who refuse to agree to change to their terms and conditions of employment on the ground of operational requirements provided a fair procedure is followed. This reason for dismissal is not viewed by the courts as a dismissal to induce employees to accept the demand of the employer. The question that this study seeks to examine is the relationship between automatic unfair dismissal in terms of section 187(1)(c) of the Labour Relations Act and dismissal for operational requirements. A dispute between the employer and employees regarding change to terms and conditions of employment is a mutual interest dispute; and it therefore falls under collective bargaining. The same dispute can easily fall to rights dispute, because the reason for the proposed change to the production system and demand to the pursuit of improved efficiency and better achievement of profit objective related to operational requirement. There is obvious overlap between operational requirements and wage work bargaining. In Schoeman v Samsung Electronics, the court held that the employer is entitled to run its business in a prosperous way and this may entail affecting changes to terms and conditions of employment when the market forces demand so. In Mwasa v Independent Newspapers, the court held that change to terms and conditions of service of an employee can be proposed as a way to avoid retrenchment; dismissal of employees for refusing to accept the change is not covered by section 187(1)(c). In Fry’s Metals v Numsa, the court has rejected the notion that there is tension between section 187(1)(c) and section 188(1)(a)(ii). The court held that section 186(1) refers to dismissal or termination of workforce with the intention to end the employment contract and replacing the workforce with employees that are prepared to accept terms and conditions of employment that suit the employer’s operational requirements. The court argued further that the meaning of dismissal should be a v starting point when one wants to dispute the two sections. On the other hand, section 187(1)(c) was effected with a certain purpose, which is to prohibit the employer from dismissing employees in order to compel them to accept its demand in dispute of mutual interest. The court held that the dismissal in this case was final. The employer dismissed its employees because it did not need them anymore. This dismissal is in accordance with section 186(1). The court rejected that operational requirements is confirmed to saving business from bankruptcy. The court argued that the principle includes measures calculated to increase efficiency and profitability. The employer can dismiss and make more profit.

The concepts of engine downsizing and down-speeding offer reductions in CO2 emissions from passenger cars. These reductions are achieved by reducing pumping and friction losses at part-load operation. Conventionally, rated torque and power for downsized units are recovered by means of turbocharging. The transient response of such engines is, however, affected by the static and dynamic characteristics of the turbo-machinery. Recent advances in engine simulation and control tools have been employed for the purpose of the research reported in this thesis to identify and verify possible air-path enhancements. A systematic method for evaluating various turbocharger assistance concepts is proposed and discussed in this thesis. To ensure a fair comparison of selected candidate systems, an easily reconfigurable controller providing a close-to-optimal operation, while satisfying physical limits, is formulated. This controller is based on the Model Predictive Control framework and uses a linearised mean value model to optimise the predicted behaviour of the engine. Initially, the controller was applied to a 1D simulation model of a conventional light-duty Diesel engine, for which the desired closed-loop features were verified. This procedure was subsequently applied to various air-path enhancement systems. In this thesis, a turbocharger electric assistance and various concepts based on compressed gas injection were considered. The capability of these systems to improve engine response during third gear tip-in manoeuvre was quantified. This investigation was also complemented with a parametric study of how effectively each of the considered methods used its available resources. As a result, injecting compressed gas into the exhaust manifold was identified as an effective method, which to date has attracted limited attention from engine research community. The effectiveness of the exhaust manifold assistance was experimentally verified on a light-duty Diesel engine. The sensitivity of the improvements to compressed gas supply parameters was also investigated. This led to the development of the BREES system: a low component count, compressed gas based system for reducing turbo-lag. It was shown that during braking manoeuvres a tank can be charged to the level sufficient for a subsequent boost assistance event. Such a functionality was implemented with a very limited set of additional components and only minor changes to the standard engine control.

No description available.

Den tidigare forskning som finns inom området gällande medarbetarengagemang vid neddragningar är relativt omfattande och fokuserar främst på sambandet mellan dessa faktorer. Forskningen skildrar neddragningar som en strategisk plan för att undvika försämrad ekonomisk stabilitet hos organisationer. Utformning och implementering av neddragningsprocesser har visats påverka medarbetares engagemang, vilket bland annat inkluderar kommunikation, samspel och involvering. Covid-19-pandemin har inneburit att flertalet organisationer, framför allt inom besöksnäringen, tvingats till ett omfattande omställningsarbete med neddragningar som följd. Dock är området för pandemin relativt outforskat, det saknas forskning med fokus på upplevelsen av hur neddragningar som skett till följd av pandemin har inverkat på kvarvarande medarbetares engagemang baserat på ledningens val av strategier. Den här studien syftar därmed till att få djupare förståelse över organisationers strategiska arbete för att bibehålla kvarvarande medarbetares engagemang vid neddragningar under en pandemi. Studien baseras på en kvalitativ metod med semistrukturerade intervjuer med sammanlagt åtta respondenter, vilka utgör representanter från både lednings- och medarbetarnivå. Studien undersöker ett specifikt fall i en organisation med inriktning på rederibranschen inom besöksnäringen och är därmed utformad som en fallstudie. Den insamlade empirin har sammanställts och analyserats genom en tematisk analys. Resultatet från studien visar att pandemins påverkan på organisationens omställningsarbete har bidragit med såväl positiva som negativa effekter på kvarvarande medarbetares engagemang. Kommunikation utgör en viktig grundpelare som bör genomsyra organisationens arbete på samtliga nivåer för att bidra till involvering och förståelse. Studien bidrar även med intressanta och betydelsefulla aspekter inför framtida studier gällande medarbetarengagemang vid neddragningar. Pandemin har även inneburit en samhällsförändring som medfört att ledningens strategier och kvarvarande medarbetares engagemang har påverkats annorlunda vid jämförelse med andra neddragningsprocesser. Det har i sin tur medfört nya arbetssätt som kan bli avgörande inför framtida händelser. / The previous research into the relationship between a downsizing process and the resulting employee commitment is quite comprehensive. It describes the downsizing process as a strategic plan, necessary to avoid deteriorating economic performance in organizations. The design and implementation of downsizing processes, through communication, teamwork and involvement, has also been shown to influence remaining employees’ commitment. During the Covid-19-pandemic organizations, especially in the hospitality industry, have been forced to carry out extensive changes to working practice including resulting in downsizing. However, the effects of pandemic downsizing are relatively unexplored. Especially lacking is a focus on the remaining employees' experience of the effects of downsizing and their subsequent commitment, arising from management’s choice and modification of strategies. This study aims to gain a deeper understanding of organizations’ strategic work to maintain the commitment of remaining employees during downsizing processes as a result of a pandemic. It is based on a qualitative method using semi-structured interviews, from a total of eight respondents, representing both management and employee levels. The study examines a specific event in an organization in the hospitality industry with focus on the shipping industry and is designed as a case study. The collected empirical data has been compiled and analyzed using a themed analysis. The results from this study show that the pandemic's impact on the organization's working practices has had both positive and negative effects on employee commitment. Communication is an important pillar that should permeate the organization's work at all levels to contribute to involvement and understanding. The study also highlights a number of interesting and significant considerations for future studies regarding downsizing and employee commitment. The pandemic has also resulted in a societal change that has meant that management's strategies and remaining employees’ commitment have been affected differently when compared with other downsizing processes. This in turn has led to new ways of working that can influence future events.

M. Tech. (Department of Labour Relations Management, Faculty of Management Sciences), Vaal University of Technology. / In the decade before 2005, South African organisations have had to cope with an ever-increasing rate of local and global changes. There have been considerable and ongoing socio-political changes, resulting from new Government regulations. Most organisations have experienced some type of downturn, whether due to external business factors or poor internal performance. A typical response to organisational decline is retrenchment. Retrenchment is attributed to cyclical downturns, market losses or other economic factors, which oblige the employer to reduce the labour force numbers. Though there are so many ways of responding to organisational failure, this study focused only on retrenchment. A number of psychologists and human sciences researchers have studied the results of job loss due to retrenchment. Retrenchment brings loss of skills, loss of morale and commitment, as well as physical and mental health degradation, including stress that results in employees withdrawing physically and emotionally. The main purpose of this study was to outline the employees’ perceptions of the effects of retrenchment on job stress and organisational commitment in a mining company. The research methodology used in this study is a combination of a literature review and an empirical study. The probability sampling technique, which entails using simple random sampling, was used to select the sample of the study. The primary data were collected using a questionnaire. The measuring instrument contained 43 items. The measuring instrument was pilot-tested with 50 respondents three weeks before the main survey; the questionnaire was self-administered to the participants. For the main survey, data from 294 respondents were collected and analysed. Participants in the study involved surface employees, including management, administrators, engineers and artisans. Data were analysed with the Statistical Package for Social Sciences (SPSS) version 23.0. The Cronbach’s alpha coefficients of the various sections of the measuring instrument were computed to establish construct validity. Content validity was ascertained by pre-testing the questionnaire with the employees in the mine in question. Correlations were used to establish convergent validity of the constructs. Convergent validity was assessed to measure the degree of linear association of variables using Pearson’s correlation coefficient. Discriminant validity was achieved by using regression analysis to show items loaded onto different factors in various sections which had more than one factor. Analysis was done using descriptive statistics on the demographic information of respondents. The results were also interpreted through correlation and regression analysis. The results showed that the effects of retrenchment did not have a negative impact on job stress (time stress and anxiety). This may be due to the mine in question planning and consulting with the employees prior to the retrenchment process. The results also showed that job stress (time stress and anxiety) is negatively associated with organisational commitment. Subsequent to these findings, it is recommended that employees (survivors) be updated on their future in the company in question. This could be done through regular workshops and counselling of employees. In order to motivate and engage employees, and thereby contribute to employee commitment, it was also recommended that organisations create open, supportive and fair organisational and team cultures, and ensure jobs are clearly aligned with organisational goals and have appropriate levels of autonomy, support and career development. Given that job satisfaction plays a huge role in organisational commitment, it was further recommended that managers need to actively improve their organisation’s job satisfaction to employees in order to achieve a higher level of organisational commitment. The study concludes by recommending that communication between employees and management should take place on a regular basis which can serve as a fundamental tool to retrenchment in the following manner:  Survivors will feel more committed to the organisation when the basis of retrenchment addresses the circumstances in the external environment, rather than the enrichment of shareholders or top management.  Communicating a clear vision of how retrenchment will benefit stakeholders, increases commitment since survivors can see a clear future for the organisation.  When survivors are treated with dignity and respect, they will feel more committed to the organisation because they feel appreciated.

Spark ignited engines are still important for conventional as well as for hybrid power trains and are thus objective to optimization. Today a lot of functionalities arise from software solutions, which have to be calibrated. Modern engine technologies provide an extensive variability considering their valve train, fuel injection and load control. Thus, calibration efforts are really high and shall be reduced by introduction of virtual methods. In this work a physical 0D combustion model is set up, which can cope with a new generation of spark ignition engines. Therefore, at first cylinder thermodynamics are modeled and validated in the whole engine map with the help of a real-time capable approach. Afterwards an up to date turbulence model is introduced, which is based on a quasi-dimensional k-epsilon-approach and can cope with turbulence production from large scale shearing. A simplified model for ignition delay is implemented which emphasizes the transfer from laminar to turbulent flame propagation after ignition. The modeling is completed with the calculation of overall heat release rates in a 0D entrainment approach with the help of turbulent flame velocities. After validation of all sub-models, the 0D combustion prediction is used in combination with a 1D gas exchange analysis to virtually calibrate the modern engine torque structure and the ECU function for exhaust gas temperature with extensive simulations. / Moderne Ottomotoren spielen heute sowohl in konventionellen als auch hybriden Fahrzeugantrieben eine große Rolle. Aktuelle Konzepte sind hochvariabel bezüglich Ventilsteuerung, Kraftstoffeinspritzung und Laststeuerung und ihre Optimierungspotentiale erwachsen zumeist aus neuen Softwarefunktionen. Deren Applikation ist zeit- und kostenintensiv und soll durch virtuelle Methoden unterstützt werden. In der vorliegenden Arbeit wird ein physikalisches 0D Verbrennungsmodell für Ottomotoren aufgebaut und bis zur praktischen Anwendung geführt. Dafür wurde zuerst die Thermodynamik echtzeitfähig modelliert und im gesamten Motorenkennfeld abgeglichen. Der Aufbau eines neuen Turbulenzmodells auf Basis der quasidimensionalen k-epsilon-Gleichung ermöglicht anschließend, die veränderlichen Einflüsse globaler Ladungsbewegung auf die Turbulenz abzubilden. Für den Brennverzug wurde ein vereinfachtes Modell abgeleitet, welches den Übergang von laminarer zu turbulenter Flammenausbreitung nach der Zündung in den Vordergrund stellt. Der restliche Brennverlauf wird durch die physikalische Ermittlung der turbulenten Brenngeschwindigkeit in einem 0D Entrainment-Ansatz dargestellt. Nach Validierung aller Teilmodelle erfolgt die virtuelle Bedatung der Momentenstruktur und der Abgastemperaturfunktion für das Motorsteuergerät.

Spark ignited engines are still important for conventional as well as for hybrid power trains and are thus objective to optimization. Today a lot of functionalities arise from software solutions, which have to be calibrated. Modern engine technologies provide an extensive variability considering their valve train, fuel injection and load control. Thus, calibration efforts are really high and shall be reduced by introduction of virtual methods. In this work a physical 0D combustion model is set up, which can cope with a new generation of spark ignition engines. Therefore, at first cylinder thermodynamics are modeled and validated in the whole engine map with the help of a real-time capable approach. Afterwards an up to date turbulence model is introduced, which is based on a quasi-dimensional k-epsilon-approach and can cope with turbulence production from large scale shearing. A simplified model for ignition delay is implemented which emphasizes the transfer from laminar to turbulent flame propagation after ignition. The modeling is completed with the calculation of overall heat release rates in a 0D entrainment approach with the help of turbulent flame velocities. After validation of all sub-models, the 0D combustion prediction is used in combination with a 1D gas exchange analysis to virtually calibrate the modern engine torque structure and the ECU function for exhaust gas temperature with extensive simulations.:Contents 1 Introduction. 2 Thermodynamic modeling with real-time capability. 3 Quasi-dimensional modeling of turbulence and global charge motion. 4 Physical modeling of ignition delay. 5 Combustion modeling based on a 0D entrainment approach. 6 Virtual engine calibration with a quasi-dimensional combustion model. 7 Summary and outlook. / Moderne Ottomotoren spielen heute sowohl in konventionellen als auch hybriden Fahrzeugantrieben eine große Rolle. Aktuelle Konzepte sind hochvariabel bezüglich Ventilsteuerung, Kraftstoffeinspritzung und Laststeuerung und ihre Optimierungspotentiale erwachsen zumeist aus neuen Softwarefunktionen. Deren Applikation ist zeit- und kostenintensiv und soll durch virtuelle Methoden unterstützt werden. In der vorliegenden Arbeit wird ein physikalisches 0D Verbrennungsmodell für Ottomotoren aufgebaut und bis zur praktischen Anwendung geführt. Dafür wurde zuerst die Thermodynamik echtzeitfähig modelliert und im gesamten Motorenkennfeld abgeglichen. Der Aufbau eines neuen Turbulenzmodells auf Basis der quasidimensionalen k-epsilon-Gleichung ermöglicht anschließend, die veränderlichen Einflüsse globaler Ladungsbewegung auf die Turbulenz abzubilden. Für den Brennverzug wurde ein vereinfachtes Modell abgeleitet, welches den Übergang von laminarer zu turbulenter Flammenausbreitung nach der Zündung in den Vordergrund stellt. Der restliche Brennverlauf wird durch die physikalische Ermittlung der turbulenten Brenngeschwindigkeit in einem 0D Entrainment-Ansatz dargestellt. Nach Validierung aller Teilmodelle erfolgt die virtuelle Bedatung der Momentenstruktur und der Abgastemperaturfunktion für das Motorsteuergerät.:Contents 1 Introduction. 2 Thermodynamic modeling with real-time capability. 3 Quasi-dimensional modeling of turbulence and global charge motion. 4 Physical modeling of ignition delay. 5 Combustion modeling based on a 0D entrainment approach. 6 Virtual engine calibration with a quasi-dimensional combustion model. 7 Summary and outlook.

International Telemetering Conference Proceedings / October 28-31, 1996 / Town and Country Hotel and Convention Center, San Diego, California / White Sands Missile Range (WSMR) is developing a new transportable telemetry system that consolidates various telemetry data collection functions currently being performed by separate instrumentation. The new system will provide higher data rate handling capability, reduced labor requirements, and more efficient operations support which will result in a reduction of mission support costs. Seven new systems are planned for procurement through Requirements Contracts. They will replace current mobile systems which are over 25 years old on a one-on-one basis. Regulation allows for a sixty-five percent overage on the contract and WSMR plans to make this contract available for use by other Major Range Test Facility Bases (MRTFBs). Separate line items in the contracts make it possible to vary the design to meet a specific system configuration. This paper describes both current and replacement mobile telemetry system