Dans le souci constant de diminuer les émissions polluantes, l’analyse de la technologie de réduction sélective non catalytique (SNCR) des oxydes d’azote (NOx) et de son application à un incinérateur industriel est effectuée par la simulation numérique. Un schéma cinétique réduit pour modéliser la SNCR à l’ammoniaque est proposé. L’analyse du procédé est effectuée pour déterminer l’influence de paramètres clés, tels que le mélange et les fluctuations de température, sur la réduction des NOx. Une procédure de maquette numérique est ensuite développée pour permettre la simulation du système réel de grande taille. Des simulations aux grandes échelles (LES) sont effectuées pour observer l’efficacité de la DeNOx dans l’incinérateur, en incluant les mécanismes d’évaporation multi-composants. Des solutions technologiques sont proposées et testées pour optimiser la réduction des NOx. Enfin, un modèle 1D est proposé pour modéliser l’incinérateur de façon simplifiée, et permettre le contrôle actif du procédé en situation opérationnelle. / To guarantee the reduction of pollutant emissions, the analysis of the Selective Non Catalytic Reduction (SNCR) of Nitrous Oxides (NOx) and its application to an industrial incinerator is carried out by numerical simulation. First, a reduced kinetic scheme is proposed for SNCR with ammonia. The process is analysed to determine the key parameters, such as mixing and temperature fluctuations, acting on NOx reduction. Then, a downsizing procedure is developed to enable the simulation of the full size real system. Afterwards, Large Eddy Simulations (LES) of the incinerator are performed, including multicomponent evaporation, to appreciate the DeNOx efficiency. Optimization techniques are suggested and evaluated to strengthen the NOx reduction. Finally, a low order model of the incinerator response is proposed, thus enabling its use in an active process control loop.

Research for employee attitude in the situation of downsizing ¡X Company A for example Abstract In the face of the severest and most unstable economic circumstances of many years, downsizing, the development power of retrieving loss prospectively, positively and actively, has got ahead of the tendency, adjusted to the changeable tendency and become the important operating policy which is used by the government or organization to reduce the operating cost, promote the achievement of organization and respond to the global low boom. The largest effect of its derivative benefit is still on the employee. In the situation of downsizing, the leadership should guide the employees¡¦ perception to the changeable circumstances, concept to show the mutual concern of the people in the same boat, to transform the obstruction to be helpful, to develop the spirit of teamwork and adapt to the fearful storm of new century together in order to obtain the advantage. Therefore, this research is to study the attitude response and relation of different employees when they confront the downsizing from the perception to downsizing and organization identification of employees. Due to the limited manpower and time, this research only uses the employees of press medium company A to be the object of research by questionnaire. 273 questionnaires were sent out and 251 valid questionnaires were received. The research adapted descriptive statistics, analysis of reliability, independent t-test, One-Way ANOVA, correlation and regression to describe the characteristics of the sample and the relation between each variable item. The results of research are as follows: ¤@¡BThe differences of individual variable items are significant on perception of employee rights and interests, loyalty, identification, support of policy, loss of employee rights and interests, the response of individual feelings. ¤G¡BPerception of employee rights and interests and perception of organization performance are significantly positive related to support of policy; both perception of employee rights and interests and perception of organization performance have significant negative relation to loss of employee rights and interests; perception of employee rights and interests has significant negative relation to response of individual feelings. ¤T¡BLoyalty and identification have significant positive relation to support of policy, and loyalty has significant negative relation to loss of employee rights and interests and response of individual feelings. ¥|¡BPerception of employee rights and interests has significant positive relation to loss of employee rights and interests; perception of organization performance has significant positive relation to support of policy; but perception of employee rights and interests has significant negative relation to response of individual feelings. ¤­¡BLoyalty and identification have significant positive relation to support of policy; identification has significant positive relation to loss of employee rights and interests; but loyalty and loss of employee rights and interests have significant negative relation to response of individual feelings. According to the foregoing results of research, this research submits the related proposals as follows: ¤@¡BFor enterprises: Under the basis of mutual trust, guide the perception direction and identification of organization of employee through open information. Value the development of human resources and renew the activity of Organization timely. Approving and praising employees from the heart can sometimes encourage employees and help the development of company more than salary. ¤G¡BFor employees: The relation between labor and capital is similar to the relation of husband and wife. It needs to be managed attentively by both sides, and then the employee rights and interests can be more assured. Cultivate the rational concept of pursuing new knowledge and enjoying in work and strengthen the ability of self-renewal. ¤T¡BFor follow-up research workers: Select other same industries or different variable items to compare and research thoroughly. Key words: downsizing, attitude.

Thesis (M.A.) -- University of Adelaide, Dept. of Social Inquiry, 1999. / Bibliography: leaves 125-131.

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 1999. / Includes bibliographical references.

Downsizing has become a common business practice as organisations attempt to maintain competitiveness and productivity especially with globalisation. Downsizing has negative effects on both affected employees and survivors and if not well managed could lead to survivor syndrome. Survivor syndrome creates negativity among survivors which results in low morale, motivation and lack of trust. These feelings increase the likelihood of survivors seeking alternative employment and subsequently leaving the organisation. The loss of staff especially critical skills and talented employees has direct impact on the organisation’s bottom line given the knowledge that is lost with the employee’s departure. Downsizing results in leaner structures which makes the organisation vulnerable when it losses critical skills and talented employees. This research report investigates how an organisation can retain their critical skills and talented employees during and after organisational downsizing. The research is a case study based on the downsizing process implemented in De Beers Consolidated Mines in 2005. The findings of the research indicate evidence of survivor syndrome in the organisation after the downsizing which led to the high employee turnover in 2006/7 years. The report makes recommendations based on a model which the organisation could implement to retain their critical skills and talented employees during and after downsizing. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

This study determined the impact of downsizing on student achievement as reported in the AEIS database for the 10 downsized elementary schools in North East Independent School District (NEISD). Ten existing elementary schools lost students and teachers to four new schools that opened in 2005. Conclusions have been made regarding the impact of downsizing at these ten existing feeder schools on student achievement. The population of this study were students enrolled in third, fourth, and fifth grades at the ten downsized elementary campuses. Research questions were analyzed using an Independent Sample t test and the Pearson Product Moment Correlations to examine whether there was a significant difference between the variables and student achievement and correlations between student achievement and changes in teacher demographics. Based on the findings of this study, the following recommendations are provided: 1. Total tested student population and White subpopulation TAKS scores returned statistically significant improvement at the ten elementary campuses in the area of reading “met standards” after downsizing. 2. The Hispanic subpopulation returned statistically significant improvement in the area of reading “commended performance” after downsizing. 3. The overall tested student population and the Hispanic subpopulation returned statistically significant in the area of mathematics “met standards” after downsizing. 4. The overall tested student population and the Hispanic and White subpopulations returned statistically significant improvement in the area of mathematics “commended performance” after downsizing. 5. The African American subpopulation was the only population in this study whose student achievement mean declined from 2005 to 2006 in the areas of reading “met standards” and mathematics “commended performance.” 6. The African American subpopulation was the only population in this study to show a significant negative correlation between teacher years of experience and student achievement in “commended performance” for reading and mathematics prior to downsizing.

This study determined the impact of downsizing on student achievement as reported in the AEIS database for the 10 downsized elementary schools in North East Independent School District (NEISD). Ten existing elementary schools lost students and teachers to four new schools that opened in 2005. Conclusions have been made regarding the impact of downsizing at these ten existing feeder schools on student achievement. The population of this study were students enrolled in third, fourth, and fifth grades at the ten downsized elementary campuses. Research questions were analyzed using an Independent Sample t test and the Pearson Product Moment Correlations to examine whether there was a significant difference between the variables and student achievement and correlations between student achievement and changes in teacher demographics. Based on the findings of this study, the following recommendations are provided: 1. Total tested student population and White subpopulation TAKS scores returned statistically significant improvement at the ten elementary campuses in the area of reading "met standards" after downsizing. 2. The Hispanic subpopulation returned statistically significant improvement in the area of reading "commended performance" after downsizing. 3. The overall tested student population and the Hispanic subpopulation returned statistically significant in the area of mathematics "met standards" after downsizing. 4. The overall tested student population and the Hispanic and White subpopulations returned statistically significant improvement in the area of mathematics "commended performance" after downsizing. 5. The African American subpopulation was the only population in this study whose student achievement mean declined from 2005 to 2006 in the areas of reading "met standards" and mathematics "commended performance." 6. The African American subpopulation was the only population in this study to show a significant negative correlation between teacher years of experience and student achievement in "commended performance" for reading and mathematics prior to downsizing.

People make all sorts of judgements of their life experiences. Some include perceptions of fairness, often about negative events. One such event is organisational downsizing, personally experienced or observed. / Downsizing includes retrenchment, redundancy and redeployment. Its use has become a widespread practice in workplace change. Research into downsizing and fairness has shown that judgements of distributive, procedural and interactional fairness have significant effects on individuals and on the productivity of organisations. Most research into these matters originates in the United States private sector, and is predominantly positivist. Interpretive approaches may give a wider perspective on people's judgements. This study complements and extends the findings of the earlier positivist research. / Semi-structured interviews were conducted with 44 private and public sector individuals. Some of them had themselves been retrenched, made redundant or redeployed; others included their colleagues, managers and union officials. Interviewees were drawn from a bank and a supermarket in the private sector and a government business enterprise (GBE) and 6 government departments in the private sector. There were 25 public sector interviewees who participated with 18 from departments and seven from the GBE. / The results of the interviews give evidence about the importance of several different factors in people's judgements of their downsizing experiences and particularly suggest that a comprehensive management approach that addresses employees' whole of experience fairness judgements is more likely to achieve results that are beneficial to the organisation and the people involved in the downsizing, compared to approaches that refer to stereotyped processes or preconceived principles. The results can also inform employees and their representatives about what might be reasonable expectations of fair treatment at times of organisational change, and can inform policies relating to human resource management standards across government and major corporations. / Thesis (PhD)--University of South Australia, 2006.

People make all sorts of judgements of their life experiences. Some include perceptions of fairness, often about negative events. One such event is organisational downsizing, personally experienced or observed. / Downsizing includes retrenchment, redundancy and redeployment. Its use has become a widespread practice in workplace change. Research into downsizing and fairness has shown that judgements of distributive, procedural and interactional fairness have significant effects on individuals and on the productivity of organisations. Most research into these matters originates in the United States private sector, and is predominantly positivist. Interpretive approaches may give a wider perspective on people's judgements. This study complements and extends the findings of the earlier positivist research. / Semi-structured interviews were conducted with 44 private and public sector individuals. Some of them had themselves been retrenched, made redundant or redeployed; others included their colleagues, managers and union officials. Interviewees were drawn from a bank and a supermarket in the private sector and a government business enterprise (GBE) and 6 government departments in the private sector. There were 25 public sector interviewees who participated with 18 from departments and seven from the GBE. / The results of the interviews give evidence about the importance of several different factors in people's judgements of their downsizing experiences and particularly suggest that a comprehensive management approach that addresses employees' whole of experience fairness judgements is more likely to achieve results that are beneficial to the organisation and the people involved in the downsizing, compared to approaches that refer to stereotyped processes or preconceived principles. The results can also inform employees and their representatives about what might be reasonable expectations of fair treatment at times of organisational change, and can inform policies relating to human resource management standards across government and major corporations. / Thesis (PhD)--University of South Australia, 2006.

Thesis (doctoral)--Universität Mannheim, 2008. / Includes bibliographical references (p. 145).