Screw Compressor

Screw compressors are some type of gas compressors that use two interlocking screws to capture and compress gas. Screw compressors are of two types, the dry running screw compressor, and the oil-flooded screw compressor. Lubricating oil is used in the oil-flooded compressor to facilitate the screwing process. The oil also provides a hydraulic seal that passes energy between the screws.Advertising We will write a custom essay sample on Screw Compressor specifically for you for only $16.05 $11/page Learn More In the dry running compressor, male and the female rotors maintain a special alignment in a timely manner, such that, one screw drives the other to form a continuous rotation of the screws (Bloch and Soares 76). The interaction of the male-female thread traps air, compresses it, and converts it into energy. In both types of screw compressors, the air enters through the suction point; the rotors compress it while they rotate, and it finally gets its wa y out through the outlet as energy. Unlike other compressors that are somewhat noisy, screw compressors are noiseless and they compress air continuously. The first step in operating a dry running screw compressor is ensuring the power unit has a strong cooling system. Two-screw gear units inside the chambers are shaped differently, but in a manner that they interlock perfectly. While rotating, the screws suck and trap air as they rotate from one end. The rotation of the screws reduces the size of the chamber and this facilitates the compression process. As the screws rotate, they push the compressed air forward to the next screw to allow the sucking of new uncompressed air. The highly compressed air forces itself out at the discharge point. Compressors work differently depending on whether they are oil free or oil flooded. There is no oil lubrication in the oil free compressors; thus, the movement of the screws compresses the air without necessarily depending on the oil seal. Such c ompressors do not give high-pressured power. However, there are multistage compressors that give high-pressured power by compressing air at several screw sets. In the first stage, air is compressed into a few bars to become light and extremely hot. The light air will thus moves to the succeeding screw bars easily. Every move of the air makes it extremely hot, and this continues until the air reaches the outlet point. In most case, oil-free compressors are made up of about seven bars. For the oil-flooded compressors, users inject oil into the screws. As the screws rotate, the oil finds its way onto the sealing of the cavities to provide some cooling effect.Advertising Looking for essay on other technology? Let's see if we can help you! Get your first paper with 15% OFF Learn More The oil is also useful in capturing particles in the air during the air sanction process. When the compressed gas gets its way into the discharge end, any oil that is present in the air is filt ered and recycled. However, this is not an assurance that the compressed air is free from oil traces. The applications of screw compressors vary from construction to industrial applications. Oil-injected screw compressors are used in industries that require large volumes of compressed air. Moreover, industries that operate high-powered tools would find it worthwhile to use screw compressors to generate the required volumes of compressed air instead of using piston compressors. Contractors can also use oil-injected screw compressors to operate the construction machineries, whereas, the wastewater treatment machineries also find it worthwhile to use such compressors in their process because they consume low power. In the case of medical researches, dry running screw compressors would be of great use. Lobe Compressor A lobe compressor has some similarities with the screw compressors, only that the screws in the screw compressors are replaced with lobes. A lobe compressor has two 8-shap ed profiled lobe blowers. The 8-shaped lobes rotate inside some somewhat oval casings. The lobes are always 900 apart at any instance whenever they are in operation. The distance between the two lobes allows them to hold as much air as possible. During operation, one of the lobes acts as the driver. It obtains is power from external sources while the other lobe relies on it to rotate. The oval casings and the system pressure do not allow the discharged air to came back unless under very small spillages. However, the spillages are negligible, as only small amounts of air would be allowed in case of a slip. With the air coming and going out, there is no change in the volume of the air within the machine. The system’s pressure at a particular time draws in air, compresses it, and lets it out as compressed power. The air across the machinery determines the temperature levels of the discharged air. It is noteworthy that lobe compressors do not require oil lubrications within the l obes. The lobes run for restricted clearances to deliver compressed air that is free from oil spillages.Advertising We will write a custom essay sample on Screw Compressor specifically for you for only $16.05 $11/page Learn More As discussed, lobe compressors discharge compressed air that is oil free (Stosic, Smith and Kovacevic 69). Therefore, lobe compressors are used in fish hatcheries and aquacultures to support life. They are also useful in meat processing systems as they produce compressed air that is free from harmful chemicals. People have also found lobe compressors useful in the printing and paper converting industries, wastewater treatment industries, and in the environmental remediation systems. Works Cited Bloch, Heinz. A Practical Guide to Compressor Technology. Hoboken, NJ: John Wiley Sons, 2006. Print. Bloch, Heinz, and Claire Soares. Process Plant Machinery. New York: Elsevier Publishing, 2008. Print. Stosic, Nikola, Ian Smith, Ahmed K ovacevic. Screw Compressors: Mathematical Modeling and Performance Calculation. New York: Springer Publishing Company, 2005.Print. This essay on Screw Compressor was written and submitted by user Aaden Combs to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Industrial Relations

Industrial Relations Despite the term ‘Industrial relations’ having been accepted in academic study and the work environment, no succinct definition of the term exists in literature. As (Kelly 50) admits, definition of the term is surprisingly rare, and even where such definitions exist, they are imprecise and disagreeable in specific respects.Advertising We will write a custom essay sample on Industrial Relations specifically for you for only $16.05 $11/page Learn More Despite this, (Kelly 52) has gone ahead to define Industrial relations as the â€Å"study of processes of control over work relations.† The definition by Kelly stresses the importance of processes that involve collective organization approaches, and actions by workers. On his part, (Dunlop 4) defines Industrial relations as a â€Å"complex set of phenomena both inside and outside an organization, that determines the relationship between employees and the management†. According to (Dunlo p 4), the concept of industrial relations begun during the industrial revolution era, when the establishment of towns and cities led to the creation of industries, which in turn created job opportunities for the masses. With the emergence of large organizations, the labour market was flooded with workers who were willing to venture into promising job opportunities in the industrial sector. These social changes later gave rise to various workplace issues, which included low wages, long working hours, unfair treatment, and dangerous working environments (Rose 23-51). Since there was little or no interaction between workers and their employers, most of these issues were not noticed by the former, usually leading to widespread discontent among the employees. For employers to appreciate the magnitude of the issues that faced their employees, workers realised that they needed to unite and present their grievances as a unified front. This triggered the development of labour relations, whic h sought to ensure that employees were treated fairly (Bean 14). According to (Wooden 17), the field of industrial relations was traditionally very wide, covering aspects such as human resource management, commerce, workers involvement in decision-making, conflicts in the work place, workers unions, and collective bargaining.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More However, with the changing trends, industrial relations have diverted its attention to the relationship between parties involved in the production process (Lewer, Lewer Gahan 12).This in turn means that the labour relations’ focus is now intent on ensuring that workers are treated with utmost trust, dignity, and equality. Moreover, industrial relations have enhanced teamwork and cooperation between the stakeholders in the production process. Democracy and decentralization of the industrial relations has been a major breakthrough for the modern labour market. Specifically, workers are now more involved in the decision-making process. According to (Horstman 1), industrial relations have provided workers with the much-needed empowerment, which allows them to air their grievances through the trade unions. Employers have also been empowered and at the same time kept under regulation by the government. This ensures that the capitalists do not take advantage of the expansive labour market but compensate the workers accordingly. Other civil organizations have also been on the forefront to champion for fair treatment and the maintenance of a favourable work environment for the labour market (Cascio and Boudreau 45-58). Why study industrial relations? Studying Industrial relations helps students understand employment relationships better, hence preparing them for the realities of the job environment. The industrial relations course also equips students with knowledge regarding their rights a s future employees, and their obligations as future employers. Specifically, the course helps students to understand and appreciate the importance of every actor in the work force. The course highlights the different distinctive roles played by the employers, employees, the government bodies and nongovernmental organizations that champion for fairness and equality in the work place (Rose 50-71). The course also explains the complex nature of concepts of conflict, conflict resolution, corporation, work polices, and ethics that are to be practiced by both the employers and the employees under the supervision of the government authorities.Advertising We will write a custom essay sample on Industrial Relations specifically for you for only $16.05 $11/page Learn More Additionally, the course highlights important aspects of trade unions, which represent the needs and requirements of the labour market. The course places emphasis on employees’ need to forge a united front when dealing with emerging issues in the work place. By taking up the course, students are able to appreciate the importance and relevance of the labour process. By indulging in the different theories that explain the industrial relations concept, students gain knowledge concerning the work place and governing rules therein. Students also understand how external factors such as politics and social issues affect the complex nature of industrial relations in the workplace. Thus, this course is very important to individuals who have an interest in understanding the origin and trends that have transformed the way organizations engage with their workers. One also gains knowledge about government policies, which have been put in place to ensure that workers and employers foster good industrial relations (Kenneth 23). Key elements in industrial relations Industrial relations have four very important elements that contribute towards the entire concept. (Peart 5) refers to the four elements as the building blocks and the determinant factors in industrial relations. The elements include actors, context, ideology, and rules. Actors These include the management of an organization, employees of the organization who can be represented by the employees union, the government, and other nongovernmental organizations whose core mandate is championing for good industrial relations. For a stable industrial relation, all the actors must be aware of their roles in the system (Kenneth 4). The management is tasked with ensuring that operations are run smoothly and workers are paid their wages in due time. It is also the management’s responsibility to ensure that worker’s compensation is fair, and that their complaints are addressed in good time. Through the Unions, workers air their grievances to the management, and sometimes to the government, while the government and non-governmental institutions have the responsibility of ensuring that organizations me et the required workers relations and follow the laid out policies governing industrial relations (Bean 16).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Context This refers to the driving factors that can influence or constrain the capacity of actors to make a decision that is likely to affect the functioning of the organization. These factors emanate from other parts of the society such as, technological advancement, changes in market trends, and changes in marketing strategies employed to achieve a competitive edge (Peart 6). The contextual factors can affect industrial relations positively or negatively depending on the economic status of the country. This further means that such factors bearing on the budgetary allocations of a given organization, and the returns from the targeted market. Politics is one such contextual factor, which has a major influence in decision-making and championing causes adopted by an organization. Further, politics affects the status of the labour market. This is because politics of a country dictates the extent of political influence in the society and the power associated with such an influence. Ideo logies These are beliefs or cultures within the system that define the role of the different actors involved in industrial relations (Peart 19). Beliefs define how the different actors in industrial relations perceive individual, and each-other’s roles (Kenneth 12). Based on such perceptions, positive or negative industrial relations might emerge. If the relations are positive, then this implies that actors’ perceptions are in line with the industrial relations while the reverse is true (Peart 19). Rules This refers to the guiding principles formulated through various processes and presented differently by different organizations within the labour market. The rules define the terms and nature of the industrial relations to be conducted by the labour market as they associate with the capital providers. If the rules are stringent then negative industrial relations are likely to emerge, as different actors will always present a different understanding and interpretation o f the rules. For a positive industrial relation to be fostered, stipulated rules should be stated clearly. Industrial relations theories Different scholars have come up with various theories in a bid to explain the industrial relations concept. In literature, three major theories dominate the industrial relations debate. These theories are contrasting in nature in their quest to explain workers relations, rules of engagement in the work place and the role of workers union. The three theories include unitary, radical and pluralism theories (Bean 16). Unitary theory According to (Peart 28) this theory portrays one happy family. It is a more integrated system that depicts a harmonious working environment for both the employers and employees. Loyalty is a major component in this system as both the employers and employees are believed to be in a mutual relationship. In a system based on the unitary theory, not much significance is paid to the role of a workers union. As such, employees d o not need to be represented by the unions as the trust created is immense and does not anticipate any conflicts. Further the system views conflicts as small misunderstandings or breakdown of information. (Dunlop 34) describes this system as an integrated grouping that shares common values, interests and objectives. Authority and control is bestowed on the employer. (Peart 28) argues that this system is irrational as employees are taken advantage of due to lack of representation. This happens because the presence of Labour Unions is considered intrusive and can only be accepted if the employees force their way and establish a union while disregarding the rules of the organization. (Peart 29) states that conflict resolution in such a system uses a more coercive approach as all the powers of implementing rules and looking into solving employees issues are placed under the authority of the employer. The theory creates an illusion that all parties to the organization share a common goal and speak a common language of solidity while those who are against such a system are viewed as outsiders, unreasonable and an impediment to achieving the organizational goals. Such a system is more of an individualistic approach that undermines the role of workers in an organization and overlooks the importance of addressing employee’s issues amicably through an identified body that represents the demand of the employees. This type of system is mostly used in a capitalist society (Bean 17). Pluralism theory (Bean 18) views this theory as a democratic approach to industrial relations, since both the employer and the employee treats the organization as a community, made up of subgroups under different regimes of leadership. The subgroups include the management and the workers union. In pluralism-based systems, the subgroups have divergent views and objectives, depending on their roles in the larger organisation. Trade unions are highly advocated for and termed as the agents o f change and the link between the workers and the management. Conflict resolution in this system involves negotiation between the subgroups as employees have an added advantage of bargaining as compared to the unitary approach (Peart 32). Through collective bargaining, the workers and the management are able to come up with a mutual understanding as to how things should be done in the organization (Bean 19).The bargaining process involves agreeing on a particular issue after the involved parties have tabled their proposals, which are debated for, and against upon which a mutual agreement is reached. (Peart 32) asserts that such a system is prone to come up with applicable rules that do not undermine the existence, function, and role of either party. It is more of an agreement pact. (Peart 33) explains that this system approaches a rational tactic towards conflict resolution, since it is based on a ‘very’ practical theory that avoids the acceleration of conflicts in the work place thus reducing the probability of the emergence of workers strikes. Compromise is the main strategy adapted as both parties have a say and after consultations, the best and most practical solution is adapted. In such a system, employees feel represented and are free to air their grievances to the management with the anticipation of getting a positive feedback or change after consultations with the trade unions. This system is evident in post capitalism organizations that are determined to deal with employees grievances and dissatisfaction, since they understand that employees are major assets to the competitive performance of their businesses (Bean 20). Marxism/ radical theory According to (Peart 34) systems based on the Marxist/radical theory are well represented in capitalism systems where the interests of the labour and capital are divergent. This is attributed to the fact that this system brings forth the greatest wealth differences as the gap between the rich capitali sts and the poor labourers is huge thus leading to inequalities and oppression of workers. Notably, the oppressed poor find reprieve in the trade unions’ willingness to ‘fight’ on their behalf. As such, the trade unions have a responsibility to ensure that the workers’ wages are commensurate with their labour input; that the work environment is favourable; that there is no oppression (gender or otherwise) in the workplace; and that every worker receives fair treatment from the employer. To survive in the contemporary capitalist environment however, (Bean 24) notes that industrial relations have to change accordingly. The change is essential if Unions are to match the new capitalistic dynamics, which are conspicuously different from what was the norm in the traditional trade unions. For example, globalization has diversified the employment sector meaning that not all employees (especially considering their cultural differences) may value trade union members hip. The radical system is prone to rampant conflicts as workers are always in a battle with management to express their resentment of the way the management perceives their role and contribution to the development of the company. (Bean 24) asserts that trade unions in this system are a necessary tool for the workers, especially in a system where anyone is dispensable. The unions therefore act to shield workers from unfair dismissal. More importantly, trade unions are tasked with ensuring that they develop cohesive units that will outcast the authoritarian rules with the intention of advocating for change. The trade unions are also tasked with mobilizing the employees to support a given agenda, which they feel is necessary for the advancement of employees’ position in the labour market. Such actions help Unions to acquire some power mileage, which is necessary for advocacy purposes (Rose 63). A system based on the radical theory advocates for the existence of trade unions bec ause of rampant conflicts associated with the system (Rose 63-68). In such a system, reaching an agreement can be a daunting task. As such, employees have to push their way through regardless of the consistency of their claims. The system is also characterized by poor industrial relations with workers being subjected to low wages, poor working conditions and poor living standards while on the other side the capitalist reap maximum benefits from the employees input in the production process, which translates to high lifestyles integral to the living standards of the work force (Peart 36). Another reason for studying this system is based on the controversy that has been generated over the years. Focusing on Australians for example, it is noteworthy that certain groups criticize the system, while others proclaim the achievement of the labour market towards decentralizing the system. (Kenneth 5) argues that although the Australian government has put emphasis on regulating and monitoring the industrial relations, the practicality of the system is controversial as the system empowers the capitalists to maximize on capital returns at the expense of the labour market. This is contrary to what (Kennedy 5) refers to as the voluntary system utilized in the United States of America where minimum regulation is conducted but the practically of the system is felt by the labour force. The arbitrary system makes it difficult for one to understand industrial relations in Australia. As such, there is a need to examine the system from a wider perspective. In the past, policy makers generalized the whole concept as a government driven projected for resolving industrial relations issues. Both the public and private enterprises characterize the Australian labour market. Notably, the two sets of enterprises have a different way of articulating the industrial relations regulations thus creating disparities in the general market. Specifically, the disparities noted in the federal gover nment and the six states concerning the regulation of industrial relations rules make the topic an interesting avenue for scholars who would like to research on the influence of politics in the labour market (Kenneth 7-12). The Australian Industrial relations for the past two decades Calls for reform have been the major political and economic debates of Australia concerning the industrial work relation in the Australia labour market. The late 1980s saw the introduction of the collective bargaining strategy during the Hawke government (Wooden 60). Around this time, the emphasis of the trade unions was also very vital as through the trade unions more cooperation was achieved with trade unions pushing for the decentralization of the industrial relations system (Wooden 60). Major changes in the 1990s brought about the inclusion of individualism in industrial relations, and a reduction of the involvement of the trade unions in the workplace. These radical changes were introduced in Austr alia under the Howard coalition government (Wooden 60). Critics have come out to dismiss the changes. However, this is contrary to the early 1990s where the labour government allowed the introduction of non-union agreements in the work place. In 1996, the Liberal National party fostered a radical change in the work place, which was characterized by lack of collaboration with the trade unions and giving more power to the employers rather than concentrating on collaborative measures between the employers and the employees. This resulted to compulsory arbitrations enforced by the Australian industrial relations commission leading to the emergence of a decentralized system. According to (Wooden 65-76), the decentralized system was more functional and fair to both the employers and employees as compared to the previous centralized system where the capital providers had all the decision-making powers. In the recent past, the government has established a national work place relations syste m that is in line with the constitution. The current system favours fair pay and appropriate working conditions by setting out the minimum wages that an employer can pay his employees. Motivation through awards is highly recommended as workplace agreements are supposed to work in favour of both parties. Collective bargaining, safety, and the right for association and formation of trade unions are the key driving components of the current situation of the Australian labour market. Bean, Ron. Comparative Industrial Relations: An Introduction To Cross National Perspectives. London: Thomson publishers, 2004. Print. Cascio, Wayne, Boudreau, John. Investing in People: Financial Impact of Human Resource Initiatives. 2nd Ed. Prentice Hall: Pearson, 2010. Print. Dunlop, John. Industrial Relations Systems. Cambridge: Harvard Business School Press, 1993.Print Horstman, Bob. â€Å"Decentralized and Deregulated Australian Industrial Relations: The effects on HRM and IR in Small Enterprises.â⠂¬  Employee Relations 21.3 (1999): 1-10. Kelly, John E. Industrial Relations: Approaches to Industrial Relations and Trends in National Systems. New York: Routledge, 2002. Print Kenneth, Frederick W. Australian Industrial Relations Systems. London: Oxford press, 1990. Print. Lewer, Alexander and Gahan, P. Understanding Australian Industrial Relations. 7th ed. Melbourne: Cengage Learning, 2006. Print. Peart, Michael J. Industrial Relations: A Textbook. London: Croom Helm, 1982. Print Rose, Ed. Employment Relations. Prentice Hall: Pearson, 2008. Print. Wooden, Mark. The Transformation of Australian Industrial Relations. Sydney: Federation press, 2000. Print.

The Gulf of Tonkin Resolution Essay Example | Topics and Well Written Essays - 2000 words

The Gulf of Tonkin Resolution - Essay Example On August 02, 1964, â€Å"the destroyer ship Maddox, headed by Captain John Herrick (Operational Control), was cruising offshore in the international shores when North Vietnamese (NV) tried to approach it by dispatching soviet-built P-4 fast patrol torpedo boats (PTFs). Torpedoes were launched from North Vietnamese PTFs. Maddox retaliated with the support of F-8 Crusader jets that strafed all the NV PTFs (Hickman, K-a.,n.d.). The second attack occurred on August 04, 1964. Given the 1st reported attack, the U.S. was not in the position to ignore NV attacks. In fact, immediately the US reinforced Maddox with another destroyer USS Turner Joy (DD 951). On the night of August 04, the U.S. warships reported having made contact with North Vietnamese naval forces whom they claimed attacked these 2 destroyer ships (Hickman-a, n.d). â€Å"In response to these alleged attacks, the U.S. through the 7th Fleet carriers, Ticonderoga and USS Constellation (CVA64), launched retaliatory strikes against North Vietnam that destroyed an oil storage facility and damaged an enemy naval vessels† (Natasi, 2001). U.S. through Johnson proposed the passage of a joint resolution with Congress (H.J. RES 1145) dated August 07, 1964, known as the Gulf of Tonkin Resolution, described as the Southeast Asia Resolution, Public Law 88-408 which granted powers to President Lyndon Johnson to escalate U.S. involvement in the Vietnam War without a declaration of war. (Hickman, K-b.,n.d.), (â€Å"Tonkin Gulf Resolution†, n.d.) and (â€Å" Gulf of Tonkin Resolution†, n.d.). â€Å"The controversy about the Gulf of Tonkin incident came out after 40 years later when National Security Agency (NSA) declassified and released this material to the public†.

What is SOW Coursework Example | Topics and Well Written Essays - 500 words

What is SOW - Coursework Example This has therefore called for the development of the process that will be involved in the project. This statement of work will therefore outline the objectives that will be followed, the scope of the project and the deliverables of the project. The process of centralizing the scheduling process in ACME Development Corporation is so that it brings efficiency in the management process of the whole process. The purpose of this project is to implement a central scheduling system that will enable the project managers who are located in the various parts of the US working for ADC to schedule projects in uniformly. Currently, the scheduling software is installed in individual machines for each project manager. The corporation therefore spends more resources in installing and managing the scheduling systems for each individual project manager. The project will be guided by the following objectives: This project will entail getting an online scheduling system that will be used by ADC in its operations. There are project managers each using their own scheduling software. There is therefore a need to centralize scheduling. There is the contracting of the tasks. Selecting one contact that fit ACME Development Corporation (ADC) needs would be impossible for this project. The selection the right contract for that task and then integrating the combination of contracts to make one they will meet ADC goal to standardize with one single project-scheduling tool and to have the tool installed and be operational within 90 days. To this end, the company is forming a central project management office (PMO) (Brotherton, Fried, & Norman, 2008).   for this type of work I would engage in a service contract which will specify the specifications of the software in question and the work that needs to be done by the technicians. The fixed price at cost contract would make most sense here. This would evidently come out with the right clauses to ensure that the

Team Roles of a Football Team Essay Example for Free

Team Roles of a Football Team Essay There are many different roles in the modern football team; teams consist of 11 players with one player in the goal and the rest playing outfield all the roles of the different members of the team are vital in the team winning a game. Goalkeeper The goalkeeper is a very specialised role compared to all the other members of a team, a goalkeeper will rarely end up playing in a different position, where as other members of the team e. . midfielder may swap positions with a winger. Goalkeepers are the only players allowed to touch the ball with their hands, but only within the penalty area, this is why goalkeepers wear a different jersey to the rest of the team so the referee can distinguish them between other players. The referee’s job is stop the other team scoring by preventing the ball from entering the goal for this reason there role is mainly defensive Defender The Defender plays behind the midfielders usually playing in the half of the field that there goal is located, There main responsibility is to prevent the opposition having a chance to get a shot on goal Defenders are split up into different categories-Left back, right centre-back, left centre-back, centre-back, right-back. Midfielder Midfielders are players who play between the strikers and the midfielders, there main responsibilities are to keep possession of the ball, receive the ball from the defenders and get it to the strikers and tackle other opposing players, most teams have a central midfielder with their main responsibility being to break up the other teams attacks while the other midfielders main objective is to create goal opportunities, midfielders play all over the pitch as at certain times during a match they may be required to help with defence or help attack with the strikers Strikers Strikers play nearest to the other team’s goal, the main responsibility of strikers is to score goals; there other responsibilities include setting up goals and holding the ball while waiting for other players to come join with attacking There are three main player styles Defensive, Midfield, and attackers Defensive player styles Libero A Libero or sweeper is a versatile type of defender that â€Å"sweeps up† the ball if an opponent manages to get past the defensive line They are usually faster than normal defenders, and move around the field more than usual defenders as they don’t have designated players to mark Stopper Stoppers are players who are strong , have good stamina and man marking abilities to be able to stop the other teams attacking play by making strong tackles, they usually play as defensive full backs or centre backs Wingbacks A wingback Is a defender that plays on the side of the pitch like a winger but’s main role are to play attack and defence heavily, as the role is a combined winger and full back, wing-backs need good stamina, as they have 3 centre backs supporting them, they can concentrate more on supporting strikers Mid fielding player styles Ball winners Ball winners are skilled players trained in making strong tackles and good at heading the ball to stop the other teams attacking play; they are usually defensive mid fielders or central midfielders Defensive midfielders Defensive midfielders are midfielders who mainly focus on defence, they are good at making strong tackles and require good stamina and must be good at passing the ball up to the attacking midfielders/Strikers Box To Box Box to box midfielders help with every part of the game, They cover almost every area of the pitch so they need lots of stamina as well as good passing skills, they usually play as central midfielders Playmaker Playmakers are midfielders whose main objective is to create goal scoring opportunities, it’s essential their able to read the game so they can get in the right position to create play, it’s also essential they have good ball control and good passing skill, they usually play as attacking midfielders Attacking playing styles Dribblers Dribblers use their speed and dribbling skill to get past defenders, there main aim is to create goal opportunities for other strikers, and they usually play as wingers or secondary strikers Counter Attackers Counter attackers use their speed to beat defenders and create unexpected goal opportunities, they also need good shooting skill, and they usually play as centre forwards Clinical Strikers Clinical striker’s main objective is to score goals so they are trained heavily to increase their shooting ability; they usually play as centre forwards Goal poachers Are players who wait in the penalty area for a cross or pass, as soon as they receive a ball they try to score straight away, they usually play as centre forwards Conclusion In conclusion a standard football team is split up into 4 main categories (Goalkeeper, Defense,Midfield,Strikers) usually with defence, midfield and strikers having different specialisations e. g. Counter attack-strikers, wingback-defender, every player has to work together to create a successful football team, they must all have good communication so every team member is aware if the team want to make an attacking play on goal or a more defensive play, Without good communication players will not know when the team is going to make an attacking play and will not be in the right position to help their team score a goal.

Analysis- Software Solutions :: Computer Science

Analysis- Software Solutions In order to make my database I am going to use Microsoft Access. Other possible systems I could have used are programmes such as Microsoft Excel and also a simple manual system where all the data is hand-written. I chose Microsoft Access, as this is more efficient and more professional as a whole. If I used a manual system I could have improved my problems by having all of the documents filed in alphabetical order, having more filing cabinets or by writing out documents more neatly and more tidily. Filing all documents in alphabetical order would have tidied up the documents and made them easier to find, but as documents would still be in a filing cabinet even though in alphabetical order it would still be time consuming to find them rather than a computerized system which would be a lot faster to find and therefore less time consuming. Also if you use more filing cabinets in which to store documents this may still not be very practical if the person the changes are designed for works in a small office with limited space. As well as this, by taking more care in writing and filling in documents and writing more neatly this would improve the system but it would also be inappropriate at times. This is because you are unable to take care and write neatly all of the time, as there are many occasions in which you are rushed which causes the neatness of your writing to falter. The final reason why I have opted to use Microsoft Access rather than a manual system where filing cabinets are involved is because in Access you can store about 20,000 files but if you had to store 20,000 files using a manual system huge amounts of space would be taken up and it would be very awkward to find the specific document you desire. If I used Microsoft Excel in which to store data this would improve on the current system as it is computerized but it is still not as efficient as other computerized programmes. Microsoft Excel would allow me to create tables, perform calculations, print out single documents and also print out multiple documents. Being able to print out improves on a manual system as it is a lot quicker and you do not have to keep typing documents out time and time again. Although using Microsoft Excel is a large improvement on using a manual system Microsoft Access is the one I have opted to use. This is because on Microsoft Access you are able to perform all actions

Human Resources Management †Downsizing Essay

I. Introduction In this era of globalisation, where the competition in the market has become drastic, human capital is deemed to be the most important factor to the integration as well as strategy of enterprises among any other factors (Waddel, Cummings, & Worley, 2007). Since retaining and sustaining workforce is undeniably crucial to corporate integration, learning the trend and comprehending the will of employees is crucial to any enterprise’s survival. Taking scenario in Australia, the authors’ objective in this article is to emphasize the importance of older workers’ contributions to workplaces and employers are suggested unbiasedly re-adjusting their attitude and policies in order to effectively utilise the productivity of older workers. II. Article Analysis a. Researches Methodology In this article, secondary researches e.g. surveys, researches from others’ studies†¦ were used primarily. In terms of quantitative researches, the article mainly gathered data from Australian Bureau of Statistics (ABS); Department of Education, Employment and Workplace Relations (DEEWR); and Organisation for Economic Co-operation and Development (OECD). Its data validity can be strongly substantiated as both ABS and DEEWR are under the management of Australian government; and OECD is also a renowned international economic organisation which promotes economy and social well-being of people globally. Hence, its information validity is also confirmed. Noticeably, authors also use their past studies as references, for example, their paper: â€Å"Retaining and Sustaining the Competence of Older Workers: An Australian Perspective†, written in 2009. This raises the question about the credibility of such reference. Moreover, several references seem to be out-dated, for ex ample, â€Å"Sociology† by Giddens in 1997, or the survey’s data of McIntosh’s paper in 2001. b. Significance of the Findings The findings in the article are relatively clear and straightforward, yet what they truly provide to readers are beyond mere facts. It is the broad knowledge that is provided allowing readers to come up with their own judgement about the issue. The article first presents the idea to readers that an increasing wave of older workers will be coming up in the future due to the shortage of young worker and the consequences of the financial crisis in the early 2008. It is true that because of such crisis, people’s superannuation is heavily affected and therefore even elders will very likely try to go back to the labour market and look for works (Bekaert & Hodrick, 2009). Nevertheless, what the authors aim to achieve is not only to present the trend to the readers, but to raise the employers’ awareness so that they do not look down to older workers as â€Å"last resorts† as they will very likely become a major workforce in the future. The authors claimed that older workers undoubtedly will become crucial to the Australia economy in the near future. Yet there is proof presented in the article that indicates the existence of the negativity of employers’ attitude toward older workers. This claim is also valid as according to a HR report from Thompson Reuters, a research was conducted and realized that only 25% of the number of employers being asked tried to convince Baby Boomers to stay back when they resigned, compared to 40% for Generation X and Generation Y (HR Report, 2008). On the other hand, the article also provides to readers a completely opposite proof which shows that employers hold no grudge against older workers. Such claim is also substantiated by an article by Forbes, in which, a survey of 500 hiring managers was conducted and resulted that 60% of hiring managers would likely to hire older workers, compared to 20% of those would hire Millenials, who were born just before the millennium, from 1981 through 2000 (Adams, 2012). III. Strength and Weakness/Limitation of the article c. The strength of the article Basically, the article targets readers who are working in Human Resources field. It has done its part by successfully conveying the idea to readers by using sets of well organised evidences and firm hypothesises. The article also proposed a rational strategy that, according to the authors, would not only help employers to not waste human capital, but also support the older employees’ employability by changing the attitude of employers in the workplace. The data and references used in the article were relevant to the discussed area. Each and every statement in the article is backed with credible sources; therefore it makes readers feel confident and safe when they acquire the knowledge from the article. On top of that, not only it provides evidences which support only its hypothesis, but also it provides evidences that are completely contradictory to its hypothesis, for example, the case in the study of McIntosh in 2001 where the attitude of employers toward older workers was n ot negative at all. This helps readers to have broader view and shows that the authors were unbiased when writing this article. d. Weakness and Limitation of the article Since the article was taking the scenario happening in Australia, its world-wide applicability is questionable. Although the article also uses some foreign data, for example, McIntosh’s research which was conducted with the U.S’s labour forces, it is still very limited. As mentioned, authors also used their part studies as references; hence, this raises questions about such sources’ credibility. Furthermore, the year which the article was written was 2011, yet there are a few references that were written a long time ago, â€Å"Sociology† written by Giddens in 1997 is an example. This also raises the question about the sources’ up-to-date applicability. One of its strong points turns out to be its weakness. Each and every statement in the article is backed up with a study; therefore it somewhat gives readers a feeling that very few ideas in the article were original. IV. Conclusion According to (Waddel, Cummings, & Worley, 2007), in the process of globalisation, it requires enterprises to constantly adapt and develop in the way that would maximize their intrinsic value. The article has shown readers the proof that older workers is one promising and valuable source of high-quality workforce, yet evidences show that a lot of employers are still age-biased. On that ground, it is recommended that employers should not take this matter lightly anymore. Instead, they are suggested starting to change their attitude toward the older worker, re-adjust the workplace’s policies in order to maximize and sustain the productivity of older workers. Based on the hypothesis and findings of the article above, linking to the case study â€Å"High Flyers†, even though Silvertail is trying to build a newer and younger image, it should not get rid of older cabin crew by persecuting and being harsh on them. Rather than that, Silvertail should approach more positively by looking at their actual performance, including their motivation, and then re-allocate the job for them so that the integration and strategy of the company would be aligned. According to (Adams, 2012), older workers are superior in many fields e.g. positive work ethic, problem solving, leadership, reliability, professionalism, etc†¦ Rather than wasting a good source of human capital, using it wisely is always optimal. Bibliography (n.d.). Retrieved December 20, 2012, from http://deewr.gov.au/ (n.d.). Retrieved December 20, 2012, from http://www.oecd.org/ Australian Bureau of Statistics: About Us. (2012, November 13). Retrieved December 14, 2012, from Australian Bureau of Statistics: http://abs.gov.au/websitedbs/D3310114.nsf/Home/About+Us?opendocument#from-banner=GT Adams, S. (2012, September 9). Older Workers, There’s Hope: Study Finds Employers Like You Better Than Millennials. Retrieved December 13, 2012, from Forbes: http://www.forbes.com/sites/susanadams/2012/09/24/older-workers-theres-hope-study-finds-employers-like-you-better-than-millennials/ Bekaert, G., & Hodrick, R. (2009). Internation Financial Management. Boston: Peason. HR Report. (2008, September 17). Employers ‘ignoring’ older workers. Retrieved December 15, 2012, from Thompson Reuters: http://sites.thomsonreuters.com.au/workplace/2008/09/17/employers-ignoring-older-workers/ Manpower Research and Statistics Department. (2007) . A Statistical Profile of Older Workers. Singapore: Ministry of Manpower. Waddel, D., Cummings, T. G., & Worley, C. G. (2007). Organisation Development and Change. Asia Pacific. (3rd ed.). South Melbourne, Victoria, Australia: Cengage Learning Australia.