The research focuses on testing the film cooling effectiveness on a gas turbine blade suction side surface. The test is performed on a five bladed cascade with a blow down facility. Four different blowing ratios are used in this study, which are 0.5, 1.0, 1.6, and 2.0; mainstream flow conditions are maintained at exit Mach number of 0.7, 1.1 and 1.3. Nitrogen is injected as the coolant so that the oxygen concentration levels can be obtained for the test surface. Based on mass transfer analogy, film cooling effectiveness can be computed with pressure sensitive paint (PSP) technique. The effect of blowing ratio on film cooling effectiveness is presented for each testing condition. The spanwise averaged effectiveness for each case is also presented to compare the blowing ratio and mainstream effect on film cooling effectiveness. Results show that due to effects of shock, the optimum blowing ratio is 1.6 for exit Mach number of 1.1 and 1.3; however; without the effects of shock, the optimum blowing ratio is 1.0 for exit Mach number of 0.7.

Thesis (MArt(Research))--University of South Australia, 2004.

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2008. / Title from title screen (site viewed Mar. 5, 2009). PDF text: viii, 129 p. : col. ill. ; 844 K. UMI publication number: AAT 3330849. Includes bibliographical references. Also available in microfilm and microfiche formats.

Thesis (Ph. D.)--University of Hawaii at Manoa, 2004. / Includes bibliographical references (leaves 71-80).

Thesis (Ph. D.)--University of Hawaii at Manoa, 2004. / Includes bibliographical references (leaves 71-80).

Thesis (Ph. D.)--Indiana University of Pennsylvania. / Includes bibliographical references.

Thesis (Ph. D.)--Washington State University, December 2006. / Includes bibliographical references (p. 99-109).

Film blowing process is a flexible mass production technology used for manufacturing thin polymeric films. Its flexibility in using an existing die to produce films of different width and thickness, just by controlling process conditions such as, extrudate velocity, excess pressure, and line speed, makes it an attractive process with less capital investment. Controlling the process conditions to obtain a stable bubble, however, is not a trivial task. It is a costly trial and error procedure, which could result is a large wastage of material and other resources. Hence, it is necessary to develop methods to simulate the process and design it using numerical experiments. This important need of the industry defines the objective of this work. In this dissertation, a transient, axisymmetric, nonisothermal, viscoelastic model is developed to simulate the process, and it is solved using finite element method. Material behavior of polymer melt is described using a modified Phan-Thien-Tanner model in the liquid??like region, and anisotropic Kelvin??Voight model in the solid zone, and the transition is modeled using a simple mixture theory. Crystallization kinetics is described using a modified Avrami model with factors to account for the influence of temperature and strain. Results obtained are compared with available experimental results and the model is used to explore stability issues and the role of different parameters. Software developed using this model comes with a GUI based pre- and post-processor, and it can be easily adapted to use other constitutive models.

Workplace corruption is a serious problem in South Africa which threatens to undermine our hard earned democracy. The devastating effects of workplace corruption are immeasurable and can lead to a major downfall of the sound economic development that people of this country have achieved. Awarding of tenders to incompetent and ill-prepared tenderers, recruiting and unfairly appointing unqualified candidates, contravening Health and Safety laws and endangering lives of the public are but few of the examples of corrupt activities that individuals and organizations commit. Disclosure of information about organizational malpractice is known as whistle-blowing. Individual employees are usually the first ones to know if any wrongdoing is taking place. It is choices that these individuals make which determine whether wrongdoing continues unnoticed or is exposed early enough. Whistle-blowing has been identified as an important tool that can assist organizations to detect internal problems and ultimately stop them before they become an emergency. In an effort to promote a culture of whistle-blowing, South Africa has developed legislation which seeks to address the problem of workplace corruption. The Protected Disclosures Act (No. 26 of 2000), otherwise known as the 'Whistle-blowers Act' makes provisions in terms of which employees in both the public and private sector who disclose information of corrupt conduct by their employers of fellow employees, are protected from occupational detriment. Eskom has its own whistle-blowing policy which in line with the requirements of the Protected Disclosures Act, seeks to address the problem of corruption within the organization. However, the increasing level of workplace corruption since the adoption of the Whistle-blowing policy seems to be alarming in the Eastern region. Certain Eskom departments in the Eastern Region, particularly the Contact Center, have lost a significant number of their staff to dismissals as a result of corruption and fraud. This is an indication that Eskom has committed itself as to be a corrupt free organization. However dismissing corrupt individuals cannot always be the best solution as it often has devastating effects to the organization in the long run. The application of Systems thinking tools, particularly the diagrams has been used in the study in order to uncover the underlying issues resulting to observed symptoms around whistle-blowing. Using a systematic approach this study investigated the views of managerial employees, non managerial employees and trade union leaders with regard to efficacy of the whistle-blowing policy in the Eastern Region. Managerial employees who were interviewed showed relative lack of understanding of the whistle-blowing policy and implications thereof. Non managerial workers who were interviewed during the course of this study also showed fear and preoccupation about saving their jobs rather than risk losing their careers by being conquerors of corruption. The findings further showed that organizational culture seems to concentrate mainly on understanding customer needs. This practice indicates that externally generated change takes precedence over proactive internal development. As Eskom is driven by the need to adapt to its ever-changing environment (in order to survive) this reduces the focus on internal developments, that is, creating the environment that is conducive for whistle-blowing to flourish. There does not seem to be effective mechanisms in place that could facilitate the disclosure of organizational misconduct in such a manner that it would benefit both individual (employees) disclosing wrongdoing and Eskom. Unintended consequences of dismissals seem also to be overlooked. The research concludes by recommending the greater use of the policy. This would entail intervention by top management, vigorous awareness campaigns and demystification of whistle-blowing. / Thesis (M.Com.)-University of KwaZulu-Natal, Durban, 2005.

Thesis--Friedrich-Wilhelm-Universität zu Berlin. / List of enameled glass of Thuringian origin in Thuringian museums: p. 10-19. Vita. Includes bibliographical references (p. 7-9).