Le moteur à allumage commandé fortement downsizé est une des solutions les plus prometteuses utilisée par les constructeurs automobiles pour augmenter le rendement et réduire les émissions de CO2. Cependant, les conditions thermodynamiques plus sévères rencontrées dans ces moteurs favorisent l’apparition de combustions anormales (cliquetis et rumble) qui sont difficiles à analyser expérimentalement vu les risques encourus par le moteur. La méthode Reynolds Averaged Navier-Stokes (RANS) s’est imposée depuis plusieurs années pour l’étude des moteurs à piston dans l’industrie, mais elle n’est pas la plus appropriée pour étudier des phénomènes locaux et sporadiques comme les combustions anormales qui n’affectent pas le cycle moyen simulé en RANS. Grâce à l’utilisation d’un code compressible LES et au développement d’une version améliorée des modèles ECFM-LES (Extended Coherent Flame Model) et TKI (Tabulated Kinetics of Ignition) qui permet un découplage total entre les taux de réaction liés à la propagation de la flamme et à l’auto-inflammation, ces travaux mettent en évidence pour la première fois la capacité de la LES à décrire le phénomène de cliquetis dans une configuration réaliste d’un moteur à allumage commandé. Contrairement aux études précédentes [S. Fontanesi and S. Paltrinieri and A. D’Adamo and G. Cantore and C. Rutland, SAE Int. J. Fuels Lubr., 2013-01-1082, pp. 98-118][G. Lecocq, S. Richard, J.-B. Michel, L. Vervisch, Proc. Combust. Inst. 33 (2011) 3105-3114], une étude quantitative du cliquetis est réalisée grâce à des post-traitements spécifiques et similaires pour les résultats expérimentaux et numériques. La LES est capable de prédire la variabilité de la pression cylindre, la fréquence mais également l’angle moyen d’apparition de l’auto-inflammation sur un balayage d’avance à l’allumage. Une analyse 3D démontre également que le cliquetis se déclenche à différents endroits, mais principalement dans la moitié de la chambre sous les soupapes d’échappement. De plus, l’intensité du cliquetis est proportionnelle à la masse de gaz frais brûlée en auto-inflammation pour les faibles intensités, alors qu’une croissance beaucoup plus forte est observée pour les intensités les plus élevées. Ceci suggère que des facteurs supplémentaires interviennent comme la localisation du cliquetis ou les interactions entre l’acoustique interne et l’auto-inflammation. L’utilisation d’un code LES compressible permet une visualisation directe de ces interactions mettant en évidence que les faibles intensités sont liées à des auto-inflammations locales sans couplage alors qu’une transition de la déflagration vers la détonation est possible en moteur automobile et correspond aux intensités les plus fortes. / Highly boosted spark ignition engines are more and more attractive for car manufacturers in terms of efficiency and CO2 emissions reduction. However, thermodynamic conditions encountered in these engines promote the occurrence of abnormal combustions like knock or super-knock, which are experimentally difficult to analyze due to the risks of engine damages. The Reynolds Averaged Navier-Stokes (RANS) method mainly used in industry for piston engines is not the most appropriate as knock does not always affect the mean cycle captured by RANS. Using an accurate LES compressible code and improved versions of ECFM-LES (Extended Coherent Flame Model) and TKI (Tabulated Kinetics of Ignition) models allowing a full uncoupling of flame propagation and auto-ignition reaction rates, this work demonstrates for the first time that LES is able to describe quantitatively knocking combustion in a realistic downsized SI engine configuration. Contrary to previous studies [S. Fontanesi and S. Paltrinieri and A. D’Adamo and G. Cantore and C. Rutland, SAE Int. J. Fuels Lubr., 2013-01-1082, pp. 98-118][G. Lecocq, S. Richard, J.-B. Michel, L. Vervisch, Proc. Combust. Inst. 33 (2011) 3105-3114], a quantified knock analysis is conducted based on a specific post-processing of both numerical and experimental data. LES is able to predict the in-cylinder pressure variability, the knock occurrence frequency and the mean knock onset crank angle for several spark timings. A 3D analysis also demonstrates that knock occurs at random locations, mainly at the exhaust valves side. Knock intensity is found proportional to the fresh gases mass burned by auto-ignition at low knock intensities, while an exponential increase at the highest intensities suggests the influence of additional factors like the knock location in the cylinder or complex behavior of knocking combustion. A direct LES study of acoustic and autoignition interactions is then achieved. The LES visualizations allows showing that low knock intensities are only linked to local autoignition, but a deflagration to detonation transition occurs in such engine operating conditions and is responsible for the highest knock intensities.

Descriptive study of quantitative nature, which aimed to evaluate the quantitative and qualitative of the nursing staff of the Surgical Clinic of a teaching hospital in southern Brazil, composed of 52 beds. 465 patients participated in the study; the ethical precepts of Resolution 466/2012 were followed, under CAAE No. 52487116.6.0000.5346. Data were collected from April 12 to July 10, 2016, according to the methodological guidelines proposed by Gaidzinski (1998). To classify the patients, the instrument of Fugulin et al (2006) was used. For the hours of assistance and percentage distribution of each category, the standards of the COFEN Resolutions No. 293/2004 and 0527/2016 were followed. Inpatients were evaluated daily, with 4164 evaluations performed. Patients were classified in five levels of care dependency, being the majority, 35% (1442), with care profile corresponding to the intermediate care category; 30% (1263), with high dependency care; 21% (873) were classified with minimal care; 8% (331) with semi-intensive care and 6% (255) with intensive care. The technical safety index determined by the study for nurses was 40.50% and 37.83% for nursing technicians, being that among the absences foreseen by weekly rest days was 17%. Of the unforeseen absences, 6.65% were by nurses and 4.53% by assistants and technicians, being the majority due to medical licenses. The current frame of the nursing service is 16 nurses and 45 nursing technicians and assistants, during the period of data collection. According to the COFEN Resolution of 2004, the project is 27 nurses and 55 technicians and assistants, while in the Resolution of 2016 the project was 29 nurses and 57 technicians and nursing assistants. The proportion of the nursing staff is below what is recommended by the Resolutions, which may compromise the quality of care and patient safety, causing sickness in the nursing team and increasing absenteeism. This study made possible the dimensioning of the nursing team, which is part of the managerial action of the nurse, collaborates to achieve care, teaching and research in the surgical clinic, thus pointing out the necessary conditions for improving the quality of care with patient safety and team productivity. / Estudo descritivo de natureza quantitativa, que objetivou avaliar o quantitativo e qualitativo de pessoal de enfermagem da Clínica Cirúrgica de um hospital de ensino da região Sul do Brasil, composta por 52 leitos. Participaram do estudo 465 pacientes, e seguiram-se os preceitos éticos da Resolução 466/2012, com CAAE nº 52487116.6.0000.5346. Os dados foram coletados de 12 de abril a 10 de julho de 2016, de acordo com as orientações metodológicas propostas por Gaidzinski (1998), Para a classificação dos pacientes foi seguido o instrumento de Fugulin et al (2006). Para as horas de assistência e distribuição percentual de cada categoria foram seguidos os padrões da Resolução do Conselho Federal de Enfermagem nº293/2004 e nº 0527/2016. Os pacientes internados foram avaliados diariamente, sendo realizadas 4164 avaliações. Os pacientes apresentaram classificação nos cinco níveis de dependência de cuidados, sendo a maioria, 35% (1442), com perfil assistencial correspondente à categoria de cuidados intermediários; 30% (1263), com cuidados de alta dependência; 21% (873) foram classificados em cuidados mínimos; 8% (331), com cuidados assistência semi-intensivos e 6% (255), com cuidados intensivos. O índice de segurança técnica determinado pelo estudo para os enfermeiros foi de 40,50%, do nível médio 37,83%, sendo que entre as ausências previstas por folga semanal foi 17%. Das ausências não previstas 6,65% para enfermeiros e 4,53% para auxiliares e técnicos, sendo a maioria por licenças médicas. O quadro atual do serviço de enfermagem é de 16 enfermeiros e 45 de técnicos e auxiliares de enfermagem, no período de coleta de dados. De acordo com a Resolução do Conselho federal de Enfermagem/2004 o projetado é de 27 enfermeiros e 55 técnicos e auxiliares, enquanto que na Resolução de 2016 o projetado foi 29 enfermeiros e 57 técnicos e auxiliares de enfermagem. A proporção da equipe de enfermagem está aquém do preconizado pelas Resoluções, podendo comprometer a qualidade da assistência e a segurança do paciente, causando adoecimento na equipe de enfermagem e aumentando o absenteísmo. Este estudo possibilitou o dimensionamento da equipe de enfermagem, o qual faz parte da ação gerencial do enfermeiro, colabora para a concretização do cuidado, do ensino e da pesquisa na clínica cirúrgica, desta forma apontando as condições necessárias para a melhoria da qualidade do cuidado com segurança para o paciente e produtividade da equipe.

Efter utbrottet av Covid-19-pandemin blev distansarbete den plötsliga normen för kontorsanställda. Trots att pandemin officiellt har förklarats vara över har många anställda fortsatt att arbeta hemifrån till viss grad. Detta fenomen har resulterat i att arbetsgivare börjat utforska nya arbetssätt för sina anställda. Vissa arbetsgivare har valt att förbjuda hemarbete då de anser att anställda inte utför sitt jobb lika effektivt hemifrån, men även på grund av de vill bibehålla eller stärka sammanhållningen genom det fysiska mötet på kontoret. Å andra sidan främjar vissa arbetsgivare distansarbete och beaktar det som en möjlighet till ökad frihet för sina anställda samtidigt som det minskar behovet av kontorsutrymme. För fastighetsägare kan ökade vakanser på längre sikt leda till sänkta fastighetsvärden. Därför är det i deras intresse att skapa attraktiva kontorsmiljöer som anpassas till det nya arbetssättet och fortsätter att locka hyresgäster. Syftet med studien var att identifiera de olika komponenterna som anses vara viktiga för framtidens kontorsutformning. För att uppnå precisa resultat valde vi att använda en kvalitativ forskningsmetod med semistrukturerade intervjuer av fastighetsägare, hyresgäster, arbetsplatsstrateger och förvaltare. Genom detta kunde vi få ett brett spektrum av åsikter och perspektiv. Resultatet visade att en behovsanalys kommer att vara avgörande vid utformning av framtidens kontor. För att locka tillbaka de anställda till kontoret är det viktigt att de upplever att kontorsmiljön överträffar fördelarna med att arbeta hemifrån. Detta kan åstadkommas genom att erbjuda möjligheter till ostört arbete i separata rum, tillgång till gemensamma servicetjänster i byggnaden och flexibilitet. Ett nyckelord som framkom i många av respondenternas resonemang var aktivitetsbaserat. Genom en analys där tre marknadsföringsteorier tillämpas på respondenternas svar och de utvalda avgörande komponenterna kunde vi i diskussionen komma fram till att det snarare kommer att växa fram en ny typ av kontorsutformning. Denna typ kan komma att kallas för “Analysbaserad” där det viktigaste är att en behovsanalys för varje enskild hyresgäst görs. / After the outbreak of the Covid-19 pandemic, remote work became the sudden norm for office employees. Despite the official declaration of the end of the pandemic, many employees have continued to work from home. This phenomenon has led employers to explore new ways of working for their employees. Some employers have chosen to prohibit remote work, as they believe that employees are not as productive when working from homeand because they want to maintain or strengthen employee relationships through physical interaction in the office. Other employers promote remote work and see it as an opportunity to provide increased freedom for their employees while reducing the need for office space. For property owners, increased vacancies in the long term can result in decreased property values. Therefore, it is in their interest to create attractive office environments that adapt to the new way of working and continue to attract tenants. The purpose of the study was to identify the different components considered important for the future design of offices. To achieve precise results, we chose to use a qualitative research method with semi-structured interviews of property owners, tenants, workplace strategists, and facility managers.Through this approach, we were able to obtain a broad spectrum of opinions and perspectives.  The results showed that an “analysis of needs” will be crucial in designing the offices of the future. To attract employees back to the office, it is important that they perceive the office environment as surpassing the benefits of working from home. This can be achieved by offering opportunities for uninterrupted work in separate rooms, access to shared services within the building, and flexibility. A keyword that emerged in the reasoning of many respondents was activity-based office design. After analyzing the respondents' answers and determining key components, we concluded that a new type of office design is likely to emerge. We choose to call this type "Analysis-based," where the most important aspect is conducting a “analysis of needs” for each tenant.

no abstract available / Jurisprudence / M.A. (Spesialisering in Arbeidsreg)

The purpose of this study was to explore and describe the meaning employees attributed to the lived experiences of having been declared in excess in the Gauteng Health Department during restructuring. A qualitative, phenomenological research design was selected as the most appropriate approach in conducting this study. Phenomenology offers both methodological and philosophical perspectives with the aim of developing a greater understanding through description, reflection and awareness of the meaning of having “been declared in excess”. Purposive sampling was implemented. A total of ten (10) female professional nurses participated in the study. Data were collected using one common ontological question that enabled the researcher to gain a greater understanding of what it means to be declared in excess from the participants’ perspective. Data were collected until saturation was reached. Unstructured audio-taped interviews were conducted with study participants. Data were analysed using the method developed by Giorgi (1985). The study highlighted different reactions from different participants despite being exposed to the same experience. / Health Studies / Thesis (D. Litt. et Phil.)

Afrikaans text / Die doel van hierdie navorsing is om die stressors by oorblywende personeel na 'n a.fleggingsproses in die Suid-Afrikaanse Lugmag(SALM), te meet en te beskryf Vanuit die literatuuroorsig word die stressors in aflegging; die bedryfsimpak van stressors na 'n afleggingsproses op organisasiegedrag en die konsepte stres, werkstres en organisasie­ stres bespreek. Die empiriese navorsing word vanuit 'n funksionalistiese paradigma aangebied, waarteen die behaviorisme en sistemiese skole die onderbou vorm. Die navorsingsontwerp is 'n beskrywende studie en maak gebruik van 'n gestratifiseerde proporsionele ewekansige steekproe£ Die ervaring van werk- en lewensomstandighede­ vraelys is vir die meet van stressors in die organisasie gebruik. Die resultate vertoon organisasiefunksionering, loopbaanaangeleenthede en vergoedings­ aspekte as die vemaamste stressors by oorblywende personeel van die SALM. Toekomstige navorsing kan temas soos die sielkundige kontrak, werksonsekerheid en organisasieverbondenheid insluit. Relevante sleutelwoorde is stressors in aflegging, oorlewendes sindroom, organisasie­ klimaat, organisasie·agteruitgang en chroniese stres. / The aim of the survey is to identify and measure the stressors of survivors after a layoff process in the South African Air Force (SAAF). The literature highlights stressors in layoffs; the industrial impact of stressors after a layoff process on organisational behavior and the concepts stress, workstress and organisational stress. The empirical research is presented from a functionalistic paradigm with behaviorism and systems theory as foundation. The research design is a descriptive study and make use of a stratified proportional sample. The experience of work- and life circumstances questionnaire was used in the measurement of stressors. The results show organisational functioning, career aspects and remuneration as the main stressors of survivors. Themes that can be incorporated in future research are the psychological contract, job insecurity and organisational commitment. Relevant keywords in the research are stressors in layoffs, survivor syndrome, organisational climate, organisational decline and chronic stress. / Industrial and Organisational Psychology / MCom (Bedryfsielkunde)

Thesis (MBA)--Stellenbosch University, 2007. / ENGLISH ABSTRACT: Restructuring is a fact of modem day life and has a huge impact on the employees of organisations who follow such strategies. It is critical that the change process as well as the surviving employees are managed effectively to ensure a committed and productive workforce. The purpose of the research study was the measure employee perception on the change process and the current environment in the organisation. Background to the organisation was provided to give perspective to the reader. Led by literature a unique questionnaire using a five-point scale was developed to measure employee perception in terms of the change process and current conditions in the organisation. The final questionnaire consisted of 59 items and was analysed according to different aspects of the change process and working environment identified. The arithmetic mean and standard deviation were determined for questions, the aspect identified as well as different demographic groups. The results showed that employees have a positive perception on the need for change, have confidence in the abilities of top management and are positive about the organisation's future prosperity. Employees are divided on the subject of loyalty towards the organisation. Results further show that employees have a negative perception on how the organisation managed the change process and the surviving employees, feel negative about their current working environment, have a negative attitude and commitment towards the organisation, feel insecure about their jobs and do not believe that the organisation is assisting them in their career development. It was lastly found that the majority of employees have not developed an internal drive to take responsibility for their won career development. Conclusions were made based on the results, focus areas were identified and recommendations were made on possible interventions to address the problems identified. / AFRIKAANSE OPSOMMING: Herstrukturering is deel van die hedendaagse lewe en het 'n massiewe invloed op die lewens van werknemers wat vir organisasies werk wat die besiheidsstrategie volg. Dit is krities dat die veranderingsproses en die oorblywende werknemers effektief bestuur word om 'n toegewyde en produktiewe werksmag te verseker. Die doel van die studie was om werknemer persepsie te meet ten opsigte van die herstrukturerings proses sowel as die huidige omstandighede in die organisasie. Agtergrond tot die organisasie was verskaf om perspektief by die leser te wek. Gegewe die literatuur, is 'n unieke vraelys met 'n vyf-punt skaal opgestel om werknemerpersepsie te meet in terme van die herstruktureringsproses en die huidige omstandighede in die organisasie. Die finale vraelys van 59 vrae is geanaliseer volgens verskillende aspekte van die herstruktureringsproses en werksomstandighede wat geïndetifiseer is. Die wiskundige gemiddeld en standaard afwyking van vrae en aspekte is bepaal sowel as vir verskillende demografiese groepe. Die resultate toon dat werknemers positief is oor die behoefte vir verandering, vertroue in topbestuur het en positief is oor die organisasie se finansiele vooruitsigte in die toekoms. Werknemers is verdeeld op die onderwerp van lojaliteit teenoor die organisasie. Resultate wys verder dat werknemers 'n negatiewe persepsie het oor die wyse waarop die organisasie die hersrtruktureringsproses en oorblywende werknemers bestuur is, voel negatief oor hulle werksomstandighede, het 'n negatiewe houding teenoor die organisasie, voel onseker oor hulle werk en glo nie die organisasie ondersteun werknemers in hulle loopbaanbeplanning nie. Dit is laastens bevind dat die meerderheid van werknemers nog nie 'n interne dryf ontwikkel het om verantwoordelikheid te neem vir hulle eie loopbaan ontwikkeling nie. Gevolgtrekkings was gebaseer op die resultate behaal, fokus areas is geïdentifiseer en aanbevelings is gemaak op moontlike stappe om die geïdentifiseerde probleme op te los.

published_or_final_version / abstract / China Development Studies / Master / Master of Arts

No description available.

<strong>Nature and Scope of the Study</strong><br /> Constant organisational change can be attributed to many factors, including competition among peers in the same markets, globalisation, privatisation of public sector organisations, technological advances, and operational requirements. These factors almost always lead to organisations reducing headcount. One such organisation is Telkom, which bi-annually embarks on large-scale retrenchments. Service organisations within the company were chosen at random to participate in this study. Telkom&rsquo / s Human Resource Management, Legal Services, Employee Relations, and the organisation&rsquo / s recognised unions participated in this study.<br /> <br /> <strong>Purpose and Objectives of the Study</strong><br /> Through an evaluation of Telkom&rsquo / s staff reduction process, the study seeks to:<br /> 1. Find out what measures Telkom has in place to ease the necessity of retrenchment within the organisation.<br /> 2. Review whether Telkom has looked at other alternatives before planning staff reductions.<br /> 3. Investigate whether a social plan within Telkom exists to help incorporate retrenched employees back into the economy.<br /> 4. Investigate and examine Telkom&rsquo / s compliance with labour legislation, specifically the Labour Relations Act and the Basic Conditions of Employment Act.