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CASE STUDY 1. What are the Inputs, processing and outputs of UPS’s package tracking system? Answer: INPUT: UPS’s package tracking system input is associated with a package that is scan able bar -coded label. The sender scan able label, package destination, the recipient, and the package should arrive Includes detailed information. Users downloaded by UPS or UPS website to access provided by using special software can print their own labels. PROCESSING: Package is raised before, scan able bar -coded label data Mahwah, New Jersey, or Alpharetta, Georgia, one of the centers in the UPS has transferred to the computer and sent to its final destination the closest distribution center goes. Label in the center dispatchers and traffic data downloaded every driver to know that the most efficient delivery route using special software to create, season, and location of each stop. A delivery information acquisition device (DIAD), a handheld computer, the way his or her day Free UPS enables drivers. DIAD also automatically sign users grab information as well as pickup and delivery. Package tracking information from UPS for the storage and processing is transferred to the computer network. At various points along the way from sender to receiver, bar code equipment package label and the progress of the package of Central computer data feed is used to scan shipping information. OUTPUT: UPS computer network information about users to provide delivery information or to answer customer questions can be accessed worldwide. Customer service representatives connected to the central computer, desktop computer, check the status of any package to customer inquiries and are able to respond quickly. UPS, users have their own computers or wireless devices... ...ollection options include receiving payments or can be very helpful and billing options as a business which can reduce the cost of shipping plus any third- party receiver and Shipper billed to other parties (receiver or any other person). Shipper -receiver only shipping costs or any other country in which a third party pays the duties and taxes paid to Shipper pays the duties and taxes are the options for international billing options can reduce the cost of business just for the shipping costs . Transactions with other businesses worldwide to make business easier and to get a business that can target market. Shipping cost analyzes and cost of such reports , management reports and reports as Freight generates reports , the download is available for download business analysis tool is also . This tool for accountants in business a long time and can save a lot of effort

Behaviour Assessment in HRM Why Is Behaviour Assessment A Perennially Troubled Aspect of Human Resource Management?

A better understanding of the topic can be achieved by incorporating into the analysis the idea that â€Å"behaviour assessment† is also similar to â€Å"performance appraisal† and this means that both concepts deal with the assessment of employee performance in terms of what is expected of them and also on its effect on the overall competitive advantage of the firm in relation to its position in the industry.On the issue that behaviour assessment as a standard company policy is giving problems for both the organization in general and Human Resource Management (HRM) in particular can be explained based on the following propositions:1. Behavior assessment and other performance appraisal tools/systems are not clearly understood both for its true meaning, goals, and purpose. 2. Behaviour assessment and other performance appraisal tools/systems do not deliver on its promises to improve overall efficiency and profitability both for the organization and the individual employe e. 3. Behaviour assessment and other performance appraisal tools/systems need to be accurate all the time – there is great pressure on management – very little margin of error for a system generated by subjective human observations/judgements.4. Behaviour assessment and other performance appraisal tools/systems are sometimes regarded as the silver bullet that will solve all problems related to human resources. 5. And finally, these assessment tools are troubling the organization simply because it emanates from a department (HRM) that has weak foundations. It is an understatement to say that behaviour assessment tools are very difficult to understand and are all too complex to be used effectively.This stems from the fact that even HR specialists do not agree on what constitutes a correct performance appraisal system. Confusion abounds in the HRM world on how to standardize systems. Each company has their own version on how to observe and verify employee performance. Wor se, each company devises their methodology based on their needs and uses appraisal systems for varying reasons. The use of HRM behaviour assessments has its advocates and its critics.This polarization adds to the problem as members of the organization would be in a tug-of-war on how to proceed if ever they will decide to use such tools. Advocates of Behaviour Assessment Systems Amy Delpo in The Performance Appraisal Handbook harps on the benefits behaviour assessment tools and she said, â€Å"If you’ve been told to conduct performance evaluations it’s because the people who run your company realize that a performance evaluation system can deliver important benefits and improve the success of each employee, each department, and ultimately, your entire company (2005).She then lists the expected outcomes as follows: †¢ motivate employees to perform better and produce more †¢ help employee identify the ways in which they can develop and grow †¢ increase emp loyee morale †¢ improve respect employees have for their managers and senior management †¢ foster good communication between your staff and you †¢ identify poor performers and help them get on track and †¢ lay the groundwork to fire poor performers lawfully and fairly when they don’t improve.One of the reasons for the implementation of performance appraisal system is the need for building a strong organizational culture and many managers feel that the said appraisal system will guarantee correct data on what and where adjustments must be made to help the company move closer into that place where every employee is aware and always striving to maintain that organizational culture. On this great need, Mathis and Jackson explains the motivation to put in place such a system and he said:Every organization has a culture, and that culture influences how executives, managers, and employees act in making organizational decisions [†¦] the financial scandals in many firms in recent year illustrate the consequences of an â€Å"anything goes† organizational culture. (1989) What ignited the revolution for the use of behavioural assessment tools according Armstrong came from the landmark works of McClelland in 1973 and Boyatzis in 1982.McClelland suggested that â€Å"Criterion referencing or validation is the process of anlysing the key aspects of behaviour that differentiates between effective and less effective performance† (cited in Armstrong, 2003). This was later developed by Boyatzis when he said that competency is, â€Å"A capacity that exists in person that leads to behaviour that meets the job demands within the parameters of the organizational environment and that , in turn, brings about desired results† (as cited in Armstrong, 2003 ). No self-respecting manager can resist the promise of behaviour assessment systems.Advocates of performance appraisal tools based their justification on a theory of change – Force Field Analysis – that was put forward by Kurt Lewin. Lewin’s idea as summarized by Sinclair-Hunt and Simms, is described below: The idea is that a situation stays the same only when the forces for change are equivalent to the forces resisting it. The organization is then in equilibrium. Change happens when the forces for change outweigh the forces for restraint. Conversely, where the forces for restraint outweigh the forces for change, things remain the same.If handled carefully, the driving forces can overcome resistance. (2005) Those who believe in this approach could not be blamed. A case study of British airways â€Å"forceful changes† made on the organization resulted in averting bankruptcy and amazing growth. Sinclair-Hunt and Simms reveal a portion of the revolution that occurred in the said UK company, â€Å"Between 1982 and 1987 British Airways went from a publicly owned company with bureaucratic command culture and huge losses and decreasing mar ket share to a privately owned company with a market and service driven culture and profits of over $400 million.† (2005) The authors (Sinclair-Hunt & Simms) then listed the cause of the change was attributed to the following: †¢ Massive reduction in the workforce from 59,000 to 37,000 people †¢ Training programmes to develop appreciation of the business as a service industry †¢ Profit sharing, a bottom-up budgeting system, a user friendly computer system and the CEO engaging in question and answer sessions – all served to emphasise the new participative management style Many organizations are banking on the above-mentioned statements about change.They are mobilizing their HR departments to apply enough pressure for positive change to occur. Critics of Behaviour Assessment Systems Critics on the use of ill-conceived behaviour assessments asserts that theses procedures contain generally held assumptions and fallacies that if there is an input then there wi ll be an output and if enough pressure is done then change will occur. This idea was debunked by Sinclair-Hunt and Simms using the work of Kanter and associates and they said:Kanter et al. (1992) suggest that Lewin’s model of change is too simplistic. They argue that Lewin’s model is based on the view that organizations are essentially stable and static. They disagree with the idea that change results only from concentrated effort and that it happens in one direction at a time. Kanter et al. (1992) argue that change is multi-directional and ubiquitous – in other words, it happens in all directions at once and at a more or less continuous process.This complexity can help to explain why Lewin’s model may not seem to have much relationship with real lie, where change seems a more confused process. (2005) Herein lays the problem with those relying so much on assessment to encourage change when they fail to include in their system the idea that every aspect of the organization must be considered and all the forces at work in the enterprise as well.On the aversion for the idea that aggressive action will bear immediate positive results, Campbell (1989) said, â€Å"We need reminding that trainees do not just fall out of some great trainee bin in the sky; they probably have rather long and varied organizational histories, which have created certain attitudes, values and behaviors relative to specific training experiences† (as cited in Baldwin & Magjuka, 1997). Baldwin and Magjuka supports the idea of deliberate planning and implementation of organization change and not a one shot fix all scheme as is evident in most HR list of suggested solutions and they said:An assumption common to most training guidebooks is that the learning context can be managed or designed in a way that will affect trainee cognitions and, ultimately, training effectiveness. However this assumption tends to oversimplify the complexity of managing contextual fac tors in organization. We contend that the complexity stems in large part from the difficulty of predicting how employees will attach meaning to management acts, and the reality that, for organization employees, training is not an isolated event or singular activity, but an episode that occurs among many other organizational episodes experienced by those employees.(1997) Problems Encountered in the Real World Clampitt in his book Communication for Managerial Effectiveness shows that behaviour assessment is very difficult to execute properly in the real world. This is because the frailty of human being in terms of their personal agenda and other self-serving interest hinders them from giving an objective assessment. Using the words of Sissela Bok, Clampitt showed what the ideal scenario should be and how far is reality from it:At its best, discretion is the intuitive ability to discern what is and is not intrusive and injurious, and to use this discernment in responding to the conflic ts everyone experiences as insider and outsider. It is an acquired capacity to navigate in and between the worlds of personal and shard experiences, coping with the moral questions about what is fair or unfair, truthful or deceptive, helpful or harmful, Inconceivable without an awareness of the boundaries surrounding people, discretion requires a sense for when to hold back I order not to bruise, and for when to reach out.(as cited in Clampitt, 2005) For his final analysis (Clampitt) on his reservation for performance appraisal systems and the like is partly seen in the following statements: Much ink has been spilled over the issue of performance appraisals, Business journals, periodicals, and books are filled with discussion on how to more effectively conduct the performance review. And with good reasons; there is probably no greater area of employee dissatisfaction. In fact, although most organization maintains a formal performance process, few achieve their objective [†¦] Ot her complaints abound.Unfair rating scales, lack of objectivity, and lack of specific examples to back up the evaluation†¦(2005) Using Baldwin and Magjuka’s insights on the slow learning process experienced by an employee. It is now clear why employees would view such behavioural assessment systems as unfair. Management can be designing an assessment procedure that will look for behavioural changes that are not present. Not because the employee is lazy or has no resolve to change but as pointed out by Baldwin and Magjuka, it is not there yet because the natural process of learning has not yet taken its course.Clampitt adds the following reasons for the infectivity of this HR system 1) managers resist the appraisal process because it is used to accomplish multiple goals that are sometimes incompatible; 2) many mangers feel compelled to inflate ratings in favor of their department; and 3) many managers resist the appraisal process because they feel that they are â€Å"pla ying God† (2005). Goals of Behaviour Assessment The following is the discussion of the generally accepted goals of behaviour assessment and will be used as a basis for understanding the failure of said assessment tools in achieving the following objectives.The first common reason for incorporating such practice of evaluating employees stems from the great need to ascertain how competent a worker/employee is in his/her given position. Background information can be gleaned from the works of Woodruffe (1990), â€Å"Competency is a person-based concept which refers to the dimensions of behavior lying behind competent performance. † Woodruffe (1990) added that competence is â€Å"A work-related concept which refers to areas of work at which the person is competent† (as cited in Armstrong, 2003).The Need for Accuracy This paper propose that one of the reasons that behaviour assessment is a very much troubled aspect of HRM practice is due to the fact that there is no ro om for error on its findings and recommendations. Consider the following documented events on UK’s experience with a failed assessment for correct pay costs as described in Armstrong and Brown’s book Paying for Contibution: Chancellor Gordon Brown (regarding the most publicized UK pay developments in a single month –May 1998- ), saw the UK private sector earnings growth of 5.6 percent as giving serious cause of concern, threatening the competitiveness of the UK economy and the maintenance of price stability; in June the Bank of England cited wage increases outstripping productivity growth as the prime justification for an increase in interest rates [†¦] that rising wages could, destroy the enormous prize of economic growth and stability. (1999) Amy Delpo on the need for accurate and fair appraisal issued the following warning, â€Å"As you may have been told, conducting a shoddy performance appraisal can get your company – and you – into lega l trouble.There is no point in sugarcoating it for you: Writing the wrong things on a performance appraisal or doing the appraisal unfairly or improperly can have devastating consequences if you are sued by an employee† (2005) Promises Are Made to be Broken There is an expectation amongst employees that if they did a fairly good job then management will notice. This is reinforced by the fact that a regular performance evaluation is being conducted by the people from HRM.This leads to the expectation that salary will be adjusted based on competency and the worker’s striving not only to achieve a higher level of performance but also on a higher degree of conforming to what is believed to be as admirable behaviour befitting a model employee. It will be such a disappointment for said employee to discover, or when he realizes after a few years of no wage increase, that the job performance evaluation was worth nothing. Armstrong and Brown explain why promises of performance r elated pay is most often a figment of imagination, and the authors said:The motor industry presents a good example of the competitive pressure which have forced similar changes in pay and working practices across many sectors. The threat in a ruthlessly competitive European market from Far East manufacturers, and the opportunities for an increasingly concentrated set of globally organized companies to shift production to lower cost locations (VW in Eastern Europe), or closer to new markets (Mercedes and BMW in the United States), means that the European firms simply cannot afford to have uncompetitive wage costs which are out of line with the productivity and performance of alternative location. (1999)If this is the case then HR specialist must stop deluding employees that the job performance will affect their pay grade. The truth is HRM needs the evaluation to enforce change and to make personnel related decisions but could not deliver on its promise to the employees for economic r easons; this has disheartened not a few employees. The Problem with HRM After all these things are said and done, the most unbelievable reason perhaps as to why behaviour assessment is such a troubling aspect of management in general and HRM in particular lies in the fact that the department tasked to design such evaluation systems is in trouble itself.Consider the following insights from David E. Guest, UK’s own expert on the study of human resource management, and he said: There has been a rash of studies demonstrating a positive association between human resource management (HRM) and performance, providing encouragement to those who have always advocated the case for a distinctive approach to the management of human resources. While these studies represent encouraging signs of progress, statistical sophistication appears to have been emphasized at the expense of theoretical rigour. (1999) In Australia the problem of HRM is a concern.Graham Andrewartha likes to believe that : [†¦] human resource management is a management specialty that has not yet achieved professional status. Further, because of its monopoly over the people management area, it has diverted other managers from taking responsibility for people issues and unintentionally contributed to the continuing decline in people skills in Australian organization [†¦] HRM has always been reshaping itself, continuously changing and innovating, et not really changing at all. It requires foundation – not innovation – to be effective. (1998) ConclusionThe reason why behaviour assessment has met a lot of controversy in organizations around the world and most especially in Australia is due to confusion on what a correct and beneficial employee-performance-evaluation-system should look like. This is exacerbated by the lack of positive results on the basis of the use of such system for corporate and personnel gain. The answer to the query can be found in all these and more important ly on HRM need to change first before it can expect change from the corporation it wishes to serve. References Andrewartha, Graham. (1998). The Future Role of Human Resource Management. In G. L. O’Neil & R.Kramar (Eds. ) Australian Human Resource Management: Current Trends in Management Practice. Australia: Woodslane Pty Limited. Armstrong, Michael. (2003). Human Resource Management Practice. London: Kogan Page Ltd. Armstrong, M. & Brown, D. (1999). Paying for Contribution. London: Kogan Page Ltd. Baldwin, T. T. & Magjuka, R. (1997). Organizational Context and Training Effectiveness. In J. K. Ford et al. (Eds. ). New Jersey: Lawrence Erlbaum Associates, Inc. Berger, L. A. & Berger, D. R. (2000). The Compensation Handbook: A State-of-the-Art guide to Compensation Strategy and Design. New York: McGraw-Hill Companies, Inc. Clampitt, Phillip.(2005). Communication for Managerial Effectiveness 3rd ed. London: Sage Publications Ltd. DelPo, Amy. (2005). The Performance Appraisal Hand book: Legal and Practical Rules for Managers. 1st ed. CA: Consolidated Printers, Inc. Guest, D. E. () Human Resource Management and Performance: A Review and Research Agenda. In R. S. Schuler & S. E. Jackson (Eds. ) Strategic Human Resource Management. Oxford: Blackwell Publishers Ltd. Mathis, R. L. & Jackson, J. H. (1989). Human Resource Management. 11th ed. NE: South-Western. Sinclair-Hunt, M. & Simms, H. (2005). Organizational Behaviour and Change Management. UK: Select Knowledge Limited.

Role of Ngos in Bangladesh

Role of NGOs in Bangladesh In all spheres of development, NGOs are reported to have created a landmark in the history of Bangladesh. NGOs as the proper alternative organizations have the vision of imagination, flexibility, autonomy, creativity, innovative machinery, experience resources and strategies of executing programmers including non formal constructive education. NGOs have different projects towards development.Doubtlessly to say, the NGOs with their constructive efforts have been promoting development strategies by creating unique changes in the field of socioeconomic progress in Bangladesh since her independence. Most of the endeavors made by the NGOs mainly targeted to achieve overall development of the country by meeting pragmatically or practically. The NGOs have their constructive mission in developing the country. They touch the fundamental elements of socio economic development of a country.If human resources are not properly used, it will be gradual inactive and usele ss for the country bringing no utility. The most important NGO innovation has been in the way they reach the poor. A group-based or target group mobilization strategy underpins virtually all development NGO programs aimed at service-delivery. Such an approach serves to fulfill not only the goal of economic improvement through direct targeting and beneficiary participation, but also that of social and institutional development through strengthening the organizing capacity of the poor to be more able to help them.The identification of credit as a critical need felt by the poor and subsequent designing of an efficient and cost-effective delivery mechanism to serve this need, have justifiably become the most will-known of the development NGO innovations in Bangladesh. The model pioneered by  Grameen Bank (GB)  has established micro-credit as the most widely replicated anti-poverty program in both government and development NGO sectors. The role of the development NGOs has been cruci al in a number of primary healthcare concerns, notably immunization and diarrhea control.NGOs have been particularly successful in effectively disseminating health through innovative media campaigns. Gains in immunization are already being reflected in reduced infant mortality. Universal awareness of oral dehydration therapy has also sharply cut down cases of diarrhoeal deaths. Low enrollment and high drop-out rates have been major problems that plague primary schools in Bangladesh. In response to this the Bangladesh Rural Advancement Committee(BRAC) pioneered a system of model is focused on poor children.It employs young Para-professional teachers (mostly female) drawn from the community. A strong emphasis is placed on parent and community involvement. Some NGOs undertake unique programs of technology transfer. Declining soil fertility is an emerging environmental concern. About eight NGOs are currently involved in ground-breaking farm-level innovations in fertilizer-use and pest-m anagement. These activities are complemented are developing an extension system for appropriate technology transfer to homestead agriculture.It encourages cultivation of a variety of fruits and vegetables and teaches the proper method of cooling. The result not only provides income but also improves the nutritional status of the family, particularly children. During the seventies and early eighties, irrigation led agriculture was promoted by the government agencies. Small farmers with an acre or less of land could not afford irrigation technology. In response to the need of the small and marginal farmers and also to promote crop diversification, NGOs developed low-cost irrigation technologies through research and experiment.

Carbon Fibres and Composite Material Free Sample for Students

According to Goodman et al. (2011), a composite material refers to a combination of two or more materials that are of different composition, physical property, and morphology. These materials are often combined on a microscopic scale. Depending on the constituent properties, composites are in many cases designed to (or â€Å"intending to†) producing materials with materials aimed at fulfilling specific mechanical, physical, or chemical requirements. As a result, Hofmann (2016)   points out that the use of composite materials have progressively increased for the past 40 years and have many uses in the automotive, aeronautic, medical, and naval fields among other industries. Consequently, different composite biomaterials have been tested and studied for use in the medical field and are often commercialized for their advantages of the traditional composite materials that were used before. In the medical field, most human tissues such as skin, bones, tendons, teeth, and ligament are composites made up of single constituents whose distribution, morphology, amount, and properties are the major determinants of the final behavior of the resulting organ or tissue according to Paknikar and Kumbhar (2015). The same study denotes that human-made composite materials can as well be used in making prostheses that are used to mimic these biological tissues with the aim of ensuring thy match their mechanical behavior and restore the mechanical functions of the body tissues that have been damaged. This paper presents the history, structure and synthesis, mechanical properties, possible uses, as well as pros and cons of the carbon-fiber-reinforced,   peek (CFR-PEEK) composite material whose use have been studied, tested, and proven fit for medical purposes. Carbon Fiber, a polymer that is also known as a graphite fiber, is a very strong material and light in weight. Though stiffer than steel, its light weight makes it suitable for use as a raw material in the manufacturing of other materials (Garry, 2013). The composite material was discovered back in 1879 by Edison Thomas. The scientist backed bamboo silvers and cotton threads at high temperature carbonizing them into a fiber filament of all-carbon. His invention led to the use of high-performance carbon fibers in 1958 in Cleveland. CF-PEEK was then introduced as a matrix where long and short PEEK fibers were used as the composite matrix to ensure the end product had the qualities of both fibers. Despite the fact that they were inefficient, the fibers contained approximately 20% carbon with low stiffness and strength properties. However, the carbon fiber’s strength potential was realized in 1963 through a new manufacturing process at British research center (David et al., 2014). In the medical field, carbon-fiber-reinforced peek materials range from large scale components such as x-ray application materials to most invisible bolts internally used to support the bones in the body according to Paknikar and Kumbhar (2015). CFR-PEEK materials have for a long time been adopted for use in the medical field in different facets. They are widely used in the orthopedic processes mainly for bone crafts, bone cementing, hip joint replacement, and in the fixation of the bone plates in the body. Hofmann (2016) points out that CFR-PEEK can be fabricated with tensile strength or stiffness in the capability of the bone they replace in the body. As a result, the materials are successfully finding their way into the medical devices as implants to replace the internal body organs and tissues. Historically, many challenges have been faced by implant designers in achieving acceptance from different regulatory agencies globally. However, the uses of carbon-fiber-reinforced peeks are on the rise as a result of technological advancements and innovations. New medical applications and composite materials are gaining popularity and approval in many parts of the US food and drug administration (Garry, 2013). CFR-PEEK are used in the formulation of bone growths for implants such as temporary bone supports and bone screws mainly adopted in the orthopedic repairs. These materials have been adopted for use in the bioresorbable polymers that can safely break down and be absorbed by the body in the rebuilding process of the bone. In the medical industry, the first synthesis requirement is a performance parameter indicating the relative merits of different designs of CFR-PEEK with the primary knowledge that the growth and micro-motion of bones can be used for different purposes in a clinical view. What follows is a finite element code that determines the strains in the bone used as essential parameters in evaluating the performance of the carbon fiber. The CF-PEEK composite is manufactured by the use of a hybrid fabric composing of PEEK and carbon fiber as a matrix that is then modified and treated by low temperature and oxygen plasma. The process is then followed by X-ray photoelectron spectroscopy, Fourier transformation attenuated total reflection infrared spectroscopy (FTIR-ATR), and Scanning Electron Microscopy (SEM) that are essential I relating the functionality and roughness of the carbon fiber surface with the PEEK interfacial adhesion strength.   The plasma treatment is aimed at increasing the roug hness of the carbon fiber surface while the prolonged treatment results into the smoothing. According to Duraccio, Mussano, and Faga (2015), the structural properties of a composite material are determined by the length, volume, and alignment of the carbon fiber it contains. Apart from being strong, carbon fibers have high tensile strength and stiffness but with low weight. It also has a high chemical resistance and is often tolerant to high temperature and excessive heat but with a low thermal expansion as denoted by Garry (2013). According to Cano and Guilemany (2016), the mechanical property of a composite material can be determined by the mechanical properties of CFR-PEEK. Carbon fibers consist of strong and thin crystalline carbon filaments for the strengthening of other materials. David et al. (2014) denote that the fibers can be thinner than the human hair but gets its strength when the fibers are twisted and laid over a coated and molded into plastics or resin. For these mechanical properties, carbon fiber is adapted for use not only in the medical field but many industries such as the military, automotive, and aerospace. There are two main forms of carbon fiber incorporation used in composites for medical applications. Short CFR-PEEKs that consist of short carbon fibers randomly aligned and are mostly less than 0.4 mm, used as producers of the homogeneous material property for the implant. Long CFR-PEEK consists of carbon fibers essentially running the entire width of most composite materials. The long CFR-PEEK has a tensile strength that is greater than 2000 Mpa when compared to the 170 Mpa which is of the short carbon fiber (Aspenberg, 2014). As a result, their controlled alignment of these carbon fibers hence helps in providing a broad range of anisotropic properties that can be controlled for specific functions depending on there the composite material that needs to be made and the use.   Ajioka et al. (2016) denote that carbon-fiber-reinforced peek material is engineered to produce a varying degree of stiffness and strength based on the number and orientation of the carbon fibers used. It is hence easier to help the manufacturer match the elasticity of the bone to be replaced with the composite implant material that will be fixed. On the other hand, Paknikar and Kumbhar (2015) also denotes that using carbon fibers as composite materials is easier since, before their innovations, manufacturers were facing challenges from modulus mismatch of the then used metal implants. For instance, the mismatch was often producing stress shielding; alter loading, and a periprosthetic bone remodeling process that was often detrimental. Commercially available carbon fiber composite materials have been tested in several ways for fatigue cycles but have always proven to be effective and resistant. Nayeri (2014) denotes that the average strength for a 4.5mm implant plate is 19.1 Newton meters while that of a similar 4.5mm stainless steel compression plate is 17.8 Newton meters. The bending strength of available 10-mm CFR-PEEK is averagely 80.3 Nm, while an 11-mm titanium tibial plate bending strength is 43 Nm. This has proven that the testing for wear debris of the implants is significantly lower than the wear debris strength of titanium plates made from the steel as pointed out by Goodman et al. (2011). The same study denotes that the healing and fracture reduction are available for a standard radiograph. The absence of both MRI and computed tomography means that CFR-PEEK for the composite implants has applications for infections, spine, and for oncologic cases. Even though there are several advantages of using the carbon-fiber-reinforced peek composite implants for medical reasons, there are also some specific disadvantages. For instance, they cannot be contoured hence making their use in fracture fixation limited to straight diaphyseal hence calling for a specific locking screw technique anatomically designed for the specific fracture Utech and Boccaccini (2016). At the same time, stiffness can be beneficial to the receiver, but the too much flexibility is as well dangerous as it can lead to pseudarthrosis. The increased fatigue strength of the implants helps in decreasing any possible risk to fatigue failure. However, the radiolucent nature of the carbon-fiber-reinforced peek used in the manufacturing of the implants precludes directly hence visualizes radiography. In his study, Hofmann (2016) denotes that all biomaterial composites intended for use in the body of any living organism have to meet certain conditions, regulatory requirements, and criteria. These include; Carbon-fiber-reinforced peek have found a wide application and use in different facets of the medical sectors. These include bone cementing, bone grafting, hip joint replacements, bone fixating plating, and other forms of bone replacements (Asghari et al. 2017). In the manufacturing and design of prosthetic composite implants used for the replacement of the central bone and the combined joint, the primary objective is often to arrive at an implant with a higher bone growth stimulus but slightly lower that the titanium alloys implants that are currently used (Egger et al. 2017). From the CFR-PEEK innovations, patients can easily get access to rapid and easier proper implant fixation and bone replacement. Achieving these objectives requires the synthesis and structure of the composite implants to consist of three primary elements. In his study, Soboyejo (2017) points out that CFR-PEEK includes bio-glass-ceramic, xenograft, and allografts often used in joint replacements and tissue engineering. They are often made of different layers of long and short carbon fibers; the final product often combines the properties of both the materials used. The resulting product is often mechanically strong but lightweight at the same time. Saleh (2016) also denotes that the materials have low density and can easily resist corrosion. The use of composite body implants has several advantages when compared to the metallic devices that were used before their inventions. It modules if elasticity and fatigue strength makes the CFR-PEEK an ideal composite implant material for bones plates and nails. The disposal of CF-PEEK is becoming a major issue since the different carbon fiber reinforced composite materials are reaching the end of their live services. According to Schinner, and Brandt (2011), over 27 000 tons of CF-PEEK have produced annually. As a result, grinding up the waste material and sending it to landfills or disposing of it through incineration has little appeal to the environment since it is non-biodegradable.   With global warming and climate change policies affecting every global industry, incineration is not the best method of disposal of the material as it will lead to the production of greenhouse gasses as well as smoke, thus leading to pollution. Disposal into landfills also reduces the aesthetic value of the environment turning the areas into wastelands and creating environments for disease-predisposing factors such as stagnant water collection points for mosquito and bilharzia breeding when it rains. As a result, different recycling methods such as pyroly sis have been adopted that strips away the epoxy resin from the fibers while leaving the original properties undamaged. The medical industry is driven and guided by the demands of the medical profession that seeks constant improvements and device innovations for better medical care. Consequently, different composite biomaterials have been tested and studied for use in the medical field and are often commercialized for their advantages of the traditional composite materials that were used before. Carbon fibers have found a wide application and use in different facets of the medical sectors. These include bone cementing, bone grafting, hip joint replacements, bone fixating plating, and other forms of bone replacements. Ajioka, H., Kihara, H., Odaira, C., Kobayashi, T., & Kondo, H. (2016). Examination of the Position Accuracy of Implant Abutments Reproduced by Intra-Oral Optical Impression.  Plos ONE,  11(10), 1-12. doi:10.1371/journal.pone.0164048 Asghari, F., Samiei, M., Adibkia, K., Akbarzadeh, A., & Davaran, S. (2017). Biodegradable and biocompatible polymers for tissue engineering application: a review.  Artificial Cells, Nanomedicine & Biotechnology,  45(2), 185-192. doi:10.3109/21691401.2016.1146731 Aspenberg, P. (2014). Alendronate-eluting polyglucose-lignol composite (POGLICO).  Acta Orthopaedica,  85(6), 687-690. doi:10.3109/17453674.2014.979724 Bailey, S. R. (2009). DES Design: Theoretical Advantages and Disadvantages of Stent Strut Materials, Design, Thickness, and Surface Characteristics.  Journal Of Interventional Cardiology,  22S3-S17. doi:10.1111/j.1540-8183.2009.00449.x   Cano, I., & Guilemany, J. (2015). Cold spray as an emerging technology for biocompatibility of Carbon Fibers: state of art.  Journal Of Materials Science,  50(13), 4441-4462. doi:10.1007/s10853-015-9013-1 David, J., Cyril M., Seligson,   D., Bennie L. (2014). Use of Carbon-Fiber-Reinforced Composite Implants in Orthopedic Surgery, Journal of Orthopedics, 37 (12): 825-830 Duraccio, D., Mussano, F., & Faga, M. (2015). Biomaterials for dental implants: current and future trends.  Journal Of Materials Science,  50(14), 4779-4812. doi:10.1007/s10853-015-9056-3 Egger, J., Gall, M., Tax, A., ÃÅ"cal, M., Zefferer, U., Li, X., & ... Chen, X. (2017). Interactive reconstructions of cranial 3D implants under MeVisLab as an alternative to commercial planning software.  Plos ONE,  12(3), 1-20. doi:10.1371/journal.pone.0172694   Garry, P. (2013). Self-tapping ability of carbon fibre reinforced polyetheretherketone suture anchors.  J Biomater Appl. Epub ahead of print. doi:10.1177/0885328214535274   Goodman, B., Stuart, S., Kelsey, G. & Deborah, J (2011). Composite Implant for Bone Replacement. Journal of Composite Material, vol. 261, pp.  63-81. Hofmann, A. (2016). Surface Functionalization of Orthopedic Titanium Implants with Bone Sialoprotein.  Plos ONE,  11(4), 1-23. doi:10.1371/journal.pone.0153978 Kumbhar, J. (2015). 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Response of Grass to Chemical Fertilizers Research Paper

Response of Grass to Chemical Fertilizers - Research Paper Example Do not put any fertilizer in pot E-1, 2 & 3 (Control). 6. Place all pots in lighted area 7. Water plants daily at noon or arrange automatic drip irrigation system 8. Measure plants at noon at 10 days intervals with ruler and record in notebook in units of millimeters for 50 days 9. Uproot 5 plants randomly from each pot at 5 days interval and record the oven dry weight for 50 days. Observations /Results: The data were analyzed by using statistical method for test of significance at 1% and / or 5% level of significance. In this experiment there are 5 treatments i.e 15-15-15, 46-0-0, 0-16-0, 0-0-60 and no fertilizer (Control) were replicated thrice resulting in 15 experimental units (pots).The design required is Completely Randomized Design (CRD). Table-1: Grass height (mm) at 10 DAS as affected by types of chemical fertilizers. Replications Treatments Replication Total Mean I II III 15-15-15 16 15 17 48 16 46-0-0 11 13 11 35 11.7 0-16-0 10 9 10 29 9.7 0-60-0 10 11 10 31 10.3 Control (No fertilizer) 9 10 8 27 9 Total 56 58 56 170 11.33 NB: DAS- Days after sowing Like wise all data for next dates recording grass height i.e. at 20DAS, 30DAS, 40DAS and finally 50DAS were analyzed by using CRD. Then the F value in ANOVA table is compared with the table value and then the significance is measured at 1% and / or 5% level. Finally the plant heights for all dates of observation are arranged in a single table for result discussion and conclusion. Table-6: Grass height (mm) as affected by fertilizer types at 10, 20, 30, 40 and 50DAS DAS Treatments 10 20 30 40 50 15-15-15 16 25 38 48 56 46-0-0 11.7 16.3 19.6 24.5 29.2 0-16-0 9.7 12.9 14.8 15.9 18.6 0-0-60 10.3 13.4 15.3 18.3 19.5 Control (No fertilizer) 9 11.4 13.5 14.6 19.1 CD... The data were analyzed by using statistical method for test of significance at 1% and / or 5% level of significance. In this experiment there are 5 treatments i.e 15-15-15, 46-0-0, 0-16-0, 0-0-60 and no fertilizer (Control) were replicated thrice resulting in 15 experimental units (pots).The design required is Completely Randomized Design (CRD). Like wise all data for next dates recording grass height i.e. at 20DAS, 30DAS, 40DAS and finally 50DAS were analyzed by using CRD. Then the F value in ANOVA table is compared with the table value and then the significance is measured at 1% and / or 5% level. If the mean difference between 5 treatments was more than the CD then the application of chemical fertilizer did not have any significant effect on the grass height and they were at par with each other. If the difference exceeds the CD value then the treatments were different from each other or in other words the application of fertilizer was having significant effect on the grass height and dry matter accumulation. My original hypothesis was that application of chemical fertilizer (15-15-15) to soil would be better over the control. My results showed that application of chemical fertilizer was having significant effect on the grass height and dry matter accumulation over the same period of growth.

Project management-Scenario Assignment Essay Example | Topics and Well Written Essays - 2000 words

Project management-Scenario Assignment - Essay Example Measure of the extent to which a company’s benefits are achieved is known as value and this should be at optimum cost. As a manager of the battery manufacturing company, Bart Erry Ltd, I would employ risk management and assessment for evaluation of risks in order to take remedial actions in line with achieving these benefits and minimising loss of value to hazards and uncertainties. Risk profile is a defined set of risks that an organization is exposed to and describes when a risk should be considered acceptable as well as how the risk is affecting decisions of the organization and corporate strategy (Woodhead, 2001)1. Risk profiling involves outlining the risks according to priority and can be developed during risk analysis and used for the management of these risks. It enables the company to measure the likelihood of the threats occurring and the extent of disruption that can be caused by each type of risk. Profiling hence involves identification and quantification of risks where identification is simply finding or recognizing a particular risk that could affect the organization in achieving its goals. While in quantification the identified risks are evaluated and a data developed to help in outlining a disaster recovery plan. The battery manufacturing company, Bart Erry Ltd are currently facing a number of risks such as legal suit may be filed against them by the local community because of the chemical effluent which found its way into the river and killed fish. They also face relocation from their current location by the government. They as well face health hazard risk not only to the local community but to the company too because they may also depend on water from the contaminated river for several uses. The company may also face destruction of property by the angry local fishing community whom have been affected because the effluent from the company caused the death of fish that they

Ancient and Medieval Political Theory Essay Example | Topics and Well Written Essays - 250 words

Ancient and Medieval Political Theory - Essay Example es against Socrates were raised from the general prejudices, which surrounded him over the years he taught philosophy which is simply an approach employed by politicians across the generations and time. The rigidity to accept new concepts that could change the society is depicted in the general prejudices against Socrates. In fact, the core issue in the argument is the failure to acknowledge a current leadership. In addition, Socrates is neither considered a physicalist, nor a Sophist by the accusers1. The false image of Socrates arose from misunderstanding the activity of Socrates which is a true reflection in political rivalry and competition. The role of law in the society is reflected on how it is interpreted by the users. In the case of Socrates, he feels that the imprisonment was a result of wrong interpretation of the law. The understanding of the roles of the individuals in society is presented by Socrates to instigate change in the society2. The death sentence of Socrates is presented in two-perspective; for those who voted for his acquittal, and those who voted for his death. In conclusion, the Crito and Apology by Plato presents the truth about his case and interpretation of the