Spelling suggestions: "subject:"0industrial."" "subject:"aindustrial.""
311 |
A new framework for manufacturing planning and scheduling in engineered-to-order environments /Jin, Guang, 1955- January 2000 (has links)
The dynamic characteristics of engineered-to-order (ETO) environments are in conflict with the basic assumptions of Manufacturing Resource Planning (MRP) systems, which makes MRP based manufacturing planning systems fail to meet the needs of ETO companies. ETO environments are complex and require sophisticated planning techniques. In fact, the shortcomings of planning and scheduling systems are exacerbating the ability of ETO companies to reduce manufacturing cycle times. This thesis presents an overview of ETO environments and related manufacturing planning and scheduling systems. The reasons for the failure of present MRP systems to address ETO environments are discussed along with an analysis of the planning systems of real companies. A new framework for manufacturing planning and scheduling in ETO environments is proposed. It addresses the importance of coordinating planning and scheduling among engineering, material procurement and the shop floor. It incorporates finite capacity scheduling into MRP systems to overcome load fluctuations. It also has scheduling mechanisms to address the dynamic nature of ETO environments.
|
312 |
Development of an optical technique for on-line measurement of the thickness distribution of blow moulding parisonsSwan, Philip January 1991 (has links)
In the extrusion blow moulding process, the strength and weight of a hollow article, such as a bottle, is controlled by an open loop control process called parison programming. The article thickness is increased and decreased by opening and closing the gap of the annular die from which the parison is extruded. The die gap is regulated according to a gap-time profile which an operator determines during start up by trial and error. / An optical sensor has been developed which can measure the thickness profile of the parison on-line just prior to its enclosure in the mould. The device will help operators to program the gap-time profile for optimum use of plastic by providing rapid feedback on the formation of the parison. It also represents an important step toward the development of closed loop control for container thickness distribution. / The device determines thickness by striking the parison at an angle with a laser beam and measuring the separation between the beams that reflect from the outer and inner surfaces of the parison wall. A prototype was built and tested. The prototype uses three lasers at different angles and can make up to 250 point measurements during a one second scan. A personal computer uses specially developed software to reconstruct the profile of the parison wall from the raw data with an accuracy of $ pm$5%.
|
313 |
LOOPBAANDILEMMAS VAN AKADEMIESE PERSONEEL BINNE 'N VERANDERDE SUID-AFRIKAANSE HOERONDERWYSWERKSOMGEWING.Pienaar, Jacobus Willem 04 January 2006 (has links)
The careers of academic staff in South Africa - as in the rest of the world - are under tremendous pressure
for various reasons, and a decline in the image and status associated with an academic career can even
be observed. However, no academic institution can be totally successful without qualified and loyal
academics. Higher education institutions - more than any other type of organisation - are dependent on
the intellectual and creative abilities of academic staff, as well as their commitment, since it is difficult to
replace their knowledge, skills and experience. These qualities can only be acquired over a long period of
time and with experience. It is evident that there will be an increasing shortage of academic staff within
South African higher education institutions in the future, due to factors such as more attractive options in
other business sectors. If the career dilemmas of academic staff are not identified and addressed, the
quality and sustainability of higher education institutions may be jeopardised.
In view of the above-mentioned, the purpose of this study was to investigate the typical career dilemmas of
academic staff during the early, middle and late career phases within a changing South African higher
education institution.
Aspects related to job dissatisfaction were used as indicators in this study in order to identify and explain
career dilemmas. Career dilemmas are associated with high levels of job dissatisfaction and work stress,
and imply aspects such as reduced commitment to the organisation, declining psychological and physical
health, problematic interpersonal work relations and lower work quality. Lifespan and career development
tasks during the different adult lifespan phases were therefore used in this regard to explain the
phenomenon of career dilemmas further. The different aspects that influence the job satisfaction of
academic staff in a changing higher education work environment were subsequently identified and
discussed.
In view of the nature of this study and the type of problem that was investigated, a qualitative research
design was used. Ninety-three academic staff members were selected on the basis of age, gender and
race from a higher education institution, by means of an occasional random sample. The data was
obtained by means of a Delphi-process in order to identify the career dilemmas of academics during the
early, middle and late career phases.
The results obtained in this study indicate that academics generally experience the same career
dilemmas, irrespective of the career phase they are in. The prominent career dilemmas of academics
centre mostly on the absence of a performance evaluation system that correctly and equitably reflects their
performance, input and responsibilities. Limited opportunities for promotion, as well as the absence of a
clear set of criteria or guidelines according to which promotion takes place, were identified as a further
significant dilemma. The absence of promotion criteria contributed towards the incidence of discrimination
and double standards. Role overload and/or role conflict, as well as an inadequate financial remuneration
structure, were regarded as prominent career dilemmas throughout. Academics also identified aspects
indicating job insecurity and ineffective management as dilemmas. Certain forms of discrimination were
also identified as career dilemmas by some black and female academics. Academics in the early career
phase in particular regarded inadequate support in the performance of core activities - with specific
reference to teaching and research - as a further significant career dilemma.
The dominant career dilemmas of academics identified in this investigation show numerous similarities
with the career dilemmas of academics identified in other national and international studies.
The dilemma the academic career and higher education is probably facing is illustrated further by the fact
that several of the academics employed at this institution indicated their uncertainty about continuing their
careers at the institution concerned, and that several of them even gave strong indications that they will
probably be leaving the institution.
In order to effectively address the career dilemmas experienced by academics, higher education
institutions will have to devote particular attention to establishing an effective performance management
system that is easy to understand and implement, as well as transparent, equitable and fair. Promotion
criteria must be spelled out clearly and applied consistently. Alternative career paths that accommodate individual preferences and abilities and create additional promotion opportunities may also be considered
as a solution. Furthermore, it is important that remuneration for academics should be market-related and
competitive. It must be ensured that junior colleagues receive adequate support with regard to teaching,
research and community service by means of training opportunities, regular feedback, mentorshipâs and
counselling that addresses identified needs. Finally, it is important that academics functioning in
management positions possess appropriate management qualifications and receive the necessary training
and support to enable them to effectively perform their management role. The effective management of
diversity and cultural sensitisation should also be addressed on a continuous basis.
|
314 |
ORGANISATIONAL CLIMATE AND WORK MOTIVATION AMONGST EMPLOYEES FOR A SERVICE ORGANISATION IN THE FREE STATEBezuidenhoud, Leon 15 March 2012 (has links)
Not available
|
315 |
DIE ONTWIKKELING VAN 'N WERKSETIEKVRAELYS GEBASEER OP 'N HOLISTIESE FILOSOFIESE MODEL VAN ETIESE BESLUITNEMINGBoshoff, Estelle 07 June 2011 (has links)
Unethical behaviour is a general tendency in the current work situation where
there appears to be a decrease in ethical behaviour on a national as well as
international level within organisations. Unethical behaviour including bribery,
nepotism, fraud and corruption are also found in South African organisations.
Unethical behaviour can have financial consequences and market related
risks for organisations, and can lead to negative media exposure. Apart from
the negative consequences which unethical behaviour holds for organisations,
unethical behaviour also leads to low morale under employees and a high
employee turnover.
The negative consequences which unethical behaviour holds for
organisations, as well as the South African economy, necessitates a focus on
factors which may have an influence on ethical behaviour, and specifically
work ethics. Current research supports a person-situation-interaction
approach to ethical decision-making where both individual and situational
factors influence the decisions that the individual makes. Regarding individual
factors, researchers indicate that the individualâs ethical decision-making
philosophy influences the manner in which ethical problems are managed and
behavioral decisions are made. It is apparent from the literature that different
authors identified different philosophical approaches regarding ethical
decision-making. There is however no model in existence which integrates
these approaches. Furthermore, it also became apparent from the literature
that there is a need within the South African context for the development of a
reliable and valid work ethics questionnaire which determines individualsâ
ethical decision-making approaches as well as their level of ethical behaviour.
The purpose of this study was therefore twofold:
Firstly a holistic philosophical model of ethical decision-making was
developed. The model integrated the following six philosophical approaches
regarding ethical decision-making, namely the rule-bound approach; the
consequensialistic approach; the rule-bound consequensialistic approach; the
virtue approach; the social justice approach and relativism. Secondly a work ethics questionnaire (Work Convictions Questionnaire)
(WCQ), which was administered upon a sample of five hundred and twenty
four respondents, was developed. Item analysis and selection of items for the
final questionnaire was performed by use of exploratory and confirmatory
factor analysis. The following conclusions regarding objective 1 and objective
2 of the WCQ were reached from the statistical analysis.
Objective 1 (Scale A): The determination of the individualâs level of ethical
behaviour
Scale A possesses a satisfactory content reliability. Furthermore, it is
apparent that with regards to the validity (construct validity), the construct,
level of ethical behaviour is well defined.
Objective 2 (Scale B): Identification of the philosophical approaches that are
followed during ethical decision-making
Regarding the six philosophical approaches regarding ethical decisionmaking
identified from the literature, one dimensionality was primarily
suggested for the approaches. It is apparent from the statistical
analyses that the six approaches each exhibit a satisfactory content
reliability.
Furthermore, it is apparent that with regards to the validity (construct
validity), the concept philosophical approaches regarding ethical
decision-making (six-factor structure) is well defined and that the six
factor structure exhibits a good fit and a stable measuring model.
Hereafter all two hundred and fifteen items were subjected to exploratory
factor analysis without suggestion of any previously identified factor
structure. Thereafter confirmatory factor analysis was applied to the
factor structure. Three factors emerged, namely the rule bound,
consequensialistic and discretionary approaches. The three approaches each exhibited a satisfactory content reliability. Furthermore, it is
apparent that with regards to the validity (construct validity), the concept
philosophical approaches regarding ethical decision-making (three-factor
structure) is well defined and that the three-factor structure exhibits a
good fit and stable measurement model.
Therefore the six-factor structure or the alternative three-factor structure can
be utilised. The important value of the study stems from the fact that it
addresses the need for a reliable and valid work ethics questionnaire for the
South African context. This measuring instrument not only provides an
indication of the individualâs level of ethical behaviour, but also the approach
followed during ethical decision-making.
|
316 |
PERSONALITY TRAITS AND RESILIENCE AS PREDICTORS OF JOB STRESS AND BURNOUT AMONG CALL CENTRE EMPLOYEESLamb, Shannon 30 August 2010 (has links)
Research has shown that staff members of call centres are experiencing high
levels of job stress due to the demands of their jobs. Employees frequently have
no control over their work environment and external factors that affect their
performance and job satisfaction. They could, however, develop and utilize
internal resources, like specific personality factors that can enable them to
manage their job stress more effectively. The aims of the study was to determine
the levels of job stress and burnout of staff members of a call centre and to
identify specific personality factors that could be valid predictors of the ability of
employees of a call centre to manage job stress and burnout effectively. Several
studies have focused on the relationship between personality, job stress and
burnout, but the Big Five personality traits and resilience as predictors of job
stress and burnout have not received adequate attention. Non-probability
sampling and specifically accidental sampling was used in a call centre in
Bloemfontein, South Africa. The call centre involved is an out-bound, debt
collecting call centre, with clients in South Africa and neighbouring states. A total
of 187 employees in the call centre were involved in the study. The respondents
were mainly black, female, single, South Sotho, between 21 and 25 years of age,
acquired a grade 12 qualification and have served for less than one year. The
measuring instruments that were used, include the International Personality Item
Pool, the Resilience Scale, the Maslach Burnout Inventory (Human Services
Survey) and the Experience of Work and Life Circumstances Questionnaire.
Multiple stepwise regression analysis was used as statistical technique to
process the data. Respondents exhibited a high level of job stress, an average
level of emotional exhaustion, a high level of depersonalization and a low level of
personal accomplishment. A significant linear relationship was found between
job stress and specific Big Five personality factors, namely emotional stability
and openness to experience. A significant linear relationship was also identified
between conscientiousness and specific dimensions of burnout, namely
emotional exhaustion and depersonalization. Resilience and more specifically acceptance of self and life was also found to be a valid predictor of
depersonalization, a dimension of burnout. Conscientiousness, agreeableness
and resilience were found to be valid predictors of the personal accomplishment
dimension of burnout. Future research in this regard should be done with a more
representative sample of call centres in South Africa in order to generalize the
results to call centres in general. The personality factors that have been
identified in this study as valid predictors of the effective management of job
stress and burnout could be used for purposes of selection and training in call
centres.
|
317 |
QUALITY OF WORK LIFE AS PREDICTOR OF EMPLOYEESâ MENTAL HEALTHMarkham, Lyle Grant 15 December 2010 (has links)
QWL is a major issue for employees, and how organizations deal with this issue is of
both academic and practical significance. QWL and its relationships with employeesâ
mental health and performance became an explicit objective for many of the human
resource policies in modern organizations. Although there is no formal definition of
QWL, industrial psychologists and management scholars agree in general that QWL
is a construct that deals with the well-being of employees and that QWL differs from
job satisfaction.
QWL variables are excellent indicators of whether or not employees are coping well
with the stressors they are confronted with. Employees in the workplace should
experience and exhibit high levels of mental health in order to ensure they cope
effectively with the stressors they are being exposed to. According to the literature,
QWL can produce a favourable work environment which is beneficial for developing
and maintaining a good mental health. If this is the case, it could be assumed that
QWL could be an important determinant and predictor of mental health. It would be
of value to investigate which QWL variables play a significant role in determining
mental health especially in service organizations where demands are high.
The aim of the research was to determine whether QWL variables are predictors of
employeesâ mental health in a service organization in the Free State. For the
purpose of this study, one-hundred and forty two (142) employees working in a
service organization in the Free State were selected. QWL was measured by the
Leiden Quality of Work Life Questionnaire while mental health was measured by
Warrâs Mental Health Measures, the General Health Questionnaire-28 (GHQ-28), the
Satisfaction with Life Questionnaire and the Affectometer 2, which is a measure of
general happiness. The multiple stepwise regression was used to predict which QWL
variables affect employeesâ mental health in a service organization in the Free State.
Due to the fact that non-probability sampling and more specifically accidental
sampling was used, the results of this study could not be generalized. The sample of respondents consisted of more white respondents of which 58% were
male respondents, which were married and having at least a matriculation
qualification. The respondents exhibited a very high level of QWL except for work
and time pressure, physical exertion, job insecurity and lack of meaningfulness. A
high level of mental health was also exhibited by the respondents. The level of
general health in terms of all the dimensions varied from low to very low.
Furthermore, the respondents displayed a low level of satisfaction with life especially
with material wealth. The respondentsâ level of general happiness (all the respective
dimensions) was very low. Lack of meaningfulness, role ambiguity, social support
(supervisor), work and time pressure, social support (colleague), skill discretion,
hazardous exposure, job insecurity, physical exertion and decision latitude were
identified as valid predictors of employeesâ mental health in the service organization.
Further research regarding QWL as a predictor of mental health should be
conducted since there were very few studies done in this regard.
Based on the study a clear idea can be obtained as to which QWL variables are
predictors of employeesâ mental health. The importance of acknowledging these
factors aimed at improving employeesâ QWL and mental health in service
organizations becomes apparent.
|
318 |
Product design for disassemblyScheuring, Joseph F., III 05 1900 (has links)
No description available.
|
319 |
Planned research and development districtsWalters, Joe Parks 08 1900 (has links)
No description available.
|
320 |
Effect of pre-drawing on formability during cold headingMa, Lianzhong, 1968- January 2005 (has links)
One of the most common industrial cold forging processes is cold heading of steel wire or rod to produce screws, bolts, nuts and rivets. The process is limited by a complicated interplay of many factors. The cold work (pre-drawing) is one of them. Although several investigations into the effects of pre-drawing on the formability of metals during cold heading processes have been conducted, so far no attention has been given to the numerical simulations of this phenomenon. The current work aims at examining effects of pre-drawing on formability during cold heading through numerical simulations. / Physical tests in the literature investigating the effects of pre-drawing on the formability of three metals are simulated using ABAQUS 6.4, with three successive FE models: the drawing model, the cutting model and the upsetting model. A new combined linear kinematic/nonlinear isotropic hardening constitutive model is proposed and derived to account for the Bauschinger effect existing in reverse plastic deformation. The new model is implemented into ABAQUS/Explicit v6.4 by a user subroutine VUMAT, which is verified by one-element numerical tests under tension, compression and reverse loading conditions. In addition, for the purpose of comparison, the Johnson-Cook isotropic hardening model is also applied for the materials. The Cockroft and Latham criterion is employed to predict surface fracture. / Although considerable discrepancies between the experimental and simulation results are observed, the proposed combined hardening model is more accurate in predicting material behavior in the reverse loading than the Johnson-Cook isotropic hardening model. In addition, the simulation results show that the proposed combined hardening material model has the potential to correctly predict the material behavior in the reverse loading process.
|
Page generated in 1.3028 seconds