Problem with Multigenerational Workforces

Introduction Most companies today are faced with the problem of multigenerational workforces and ageing population. In general, the values and attitudes held by individuals towards work and relationships are largely determined by how they were raised and where they grew up (Werner et al. 2011).Advertising We will write a custom essay sample on Problem with Multigenerational Workforces specifically for you for only $16.05 $11/page Learn More Since the problem of multigenerational and ageing workforces is here to stay, it is becoming increasingly important for human resource professionals in modern day organizations to understand the various challenges encountered in dealing with the different groups so as to formulate appropriate policies and procedures that can enable them to satisfactorily address emerging concerns. This is further complicated by the fact that not everyone shares the same values and attitudes within each generation. By nature, people ar e able to quickly fit into varying organizational structures guided by different human resource policies and procedure. According to Hickman (2009, p. 15), the difference in values and attitudes towards work are as a result of the time in which they grew up. To effectively deal with the multigenerational workforces it is necessary for human resource professionals to assume that there are similarities that tend to bring the generations together while on the other hand, differences set them apart. Human resource professionals should seek to understand the similarities and differences and consequently come up with strategies to deal with emerging issues. It is advisable for human resource professionals to devise policies and procedures that can cater for a wide variety of individuals. Multigenerational Workforces Much has been written about the expectations of individuals in different age groups and generations. For employers, these varied expectations present challenges, especially gi ven economic, global, technological, and other changes in the workplace (Weiss 2008, p. 54). In the United States, the commonly identified generational groups include traditionalists, baby boomers, generation X, and generation Y. As the economy and industries have changed drastically, the ageing of the US workforce has equally become a significant concern for many. Workers over 55 years are now using different strategise to survive. They are notorious for delaying retirement age, and opting to work part time or retire in a phased manner.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Economic conditions are the predominant reasons why these workers are bypassing the normal retirement age of 65. Certainly, employers will continue to face challenges of getting the right workforce as the older generation of more experienced employees go into retirement. Finding the right replacement for the r etired staff will be a daunting task for employers. According to Mathis and Jackson (2010, p. 113), young and old generation workforces tend to have a totally different approach to work, and this creates more challenges that must delicately be addressed by human resource experts. For example, many baby boomers and traditionalists are concerned about security and experience, while younger people have different concerns. Generation Y expect to be rewarded quickly, use more technology, and often ask more questions about why managers and organizations make the decisions they do. Consider the dynamics of a traditionalist manager directing generation X and Y individuals, or generation X managers supervising older, more experienced baby boomers as well as generation Y employees. However, it is crucial to be aware that stereotyping these individuals by generations may not reflect how actual individuals view their jobs and produce organizational results. Clearly, it important for managers to fully aware of challenges as well as any possible opportunities associated with multigenerational workforces and ageing populations in an organization. Presently, many organizations are using numerous approaches in order to enhance multigenerational effective and improve approach to management of complex workforces. Strategies include mentoring, employee recognition, organizing trainings that accommodate every employee with no regard to the generation he or she belongs to, using younger employees to support the older employees, creating an environment in which skills from the older employees can passed on to the younger employees, and establishing multigenerational work groups (Rowe 2010, p. 57). The old age dependency ratio indicates what proportion of a country’s population is of retirement age and what proportion is of employment age (Pollitt 2006, p. 18). In 2005, the average old age dependency ratio for countries belonging to the Organisation for Economic Co-operation a nd Development (OECD) was 24 per cent. As time goes by, it is alleged that this ratio is likely to double and will lead to increased spending.Advertising We will write a custom essay sample on Problem with Multigenerational Workforces specifically for you for only $16.05 $11/page Learn More In industrialized nations, employers have realized that a high number of employees belonging to the older generation will soon be retiring. Among other concerns is how organizations will be able to fill the result gap in their workforce. This is mainly due to the fact that the younger population may not be in a position to effectively handle responsibilities earlier handled by the retirees. There will be a growing shortage of experienced employees able to step into the shoes of retiring senior leaders (Mercer et al. 2010). However, economic necessity is not the only driver. The legislation is underpinned by ideals of fairness, and a commitment to civil and human righ ts. Although it makes financial sense for people to work longer so that they pay more taxes and delay drawing their state pension, law makers seeking to prohibit age discrimination and raise the age of retirement claim they are driven by moral and ethical imperatives, not just money (Froemming 2000, p. 31). In general, people of retirement age are considered fitter and more energetic than in the past, making them better able to cope with the physical and mental demands of work. More importantly though, work gives a sense of purpose and meaning to life, a benefit that individuals ought not to be denied simply because they have reached a certain age. According to Mercer et al. (2010, p. 22), the development of equality legislation has been justified not only in terms of increasing a nation’s global competitiveness and reducing its public spending, but also in terms of increasing an individual’s social or moral well being. These same two drivers lie behind similar modern legislation outlawing other forms of discrimination. The existence of equality legislation helps to simplify and strengthen the complex anti-discrimination laws that have developed over the years. Ageing Population Although the effects associated with an ageing population on the formulation of human resource policies and procedures can be significant, they can vary greatly from country to country (Spiers 2003, p. 13). A major challenge encountered when dealing with an ageing population is the commitment by the state to care for retired employees through pension funds.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Certainly, the cost of providing for the aged population increases as more employees retire from active employment. This in turn puts a strain on the economy and subsequently, the rate of taxation has to be increased, placing a huge burden on the tax payer. In general, pension funds come with heavy liabilities which can in turn greatly affect a country’s finances and consequently recruitment and remuneration policies. As noted by Smentek (2006, p. 26), there are numerous other problems brought about by an ageing population. To address the emerging issues, some human resource professionals advocate for effective succession planning. Generally, succession planning requires organizations to think ahead and devise effective plans for filling workforce gaps as older employees leave active employment. Well informed human resource experts will ensure that as older employees advance in years and as they approach the stipulated retirement age, they are given a responsibility to mentor the younger employees. By equipping the young generations of employees with critical skills needed to work effectively, human resource professionals are able to guarantee continuity even after the older employs go into retirement. Besides boosting the self esteem of the older employees, a well planned succession plan helps to build the confidence of younger employees and compel them to be more responsible and reliable employees. An approach adopted by most organizations involves the creation of multigenerational groups that create a platform where both the older and younger generation of employees can interact and freely share their skills. Infertility and ageing are also to blame for work force problems experienced in some countries. Over time, the number of active employees goes down, putting these countries in a state where the available workforce can not satisfactorily meet the increased market demand for labor force. Other than requiring employers to pay high salaries to maint ain the small work force available, the level of production also declines. Ultimately, organizations that manage to survive are forced to operate at a loss. To address this problem, some countries such as the United States have relied heavily on immigrants. On the other hand, the United Nations suggests that countries should make careers in public service more lucrative in order to attract and retain a high caliber of employees (UN 2005, p. 39). Although tried by some countries, the idea is yet to be implemented in most countries across the world. In countries such as China, different strategies are being employed by human resource experts. One such strategy has been to turn to the use of tactics that enable effective use of a smaller work force. Although strategies to make work in the civil service appealing to many have been used in some organizations, as suggested by the United Nations, the practice has not completely taken root as widely expected by most human resource professio nals. Numerous efforts have also been made by various organizations in order to nurture talented individuals and prepare them for future responsibilities. Another option suggested by the United Nations to deal with the scarcity of employees is to invite professional from other countries with desired skills to take up available jobs (Leibold Voelpel 2007, p. 38). Apparently, this is an approach that has been used by a number of countries for years. One of the leading countries as far as this is concerned is the United States. Dealing with Multigenerational Workforces and Ageing Populations Besides some of the solutions mentioned earlier, other options also exist. According to Mathis and Jackson (2010, p. 29), succession planning offers a solution to the concerns of multigenerational workforces and ageing populations. Despite its importance, however, succession arrangements are not widely implemented by many. In fact, the lack of succession planning is frequently viewed as the bigges t threat facing small businesses. According to Lencioni (2011, p. 28), succession planning is critical regardless of who the businesses is to be passed on to. Planning for and handling the succession process effectively helps a great deal to avert problems and ensure that the organization continues to grow. Besides having a well planned succession plan, content theory of motivation may also be used to address issues associated with a multigenerational workforce (Thompson 1996, p. 24). This may involve putting in place mechanisms to ensure that the older generation feels respected. Making use of the older generation of workers to mentor the younger workers, for instance, is a way of satisfying their self esteem need. Organizations should also make plan to meet their security and safety needs. Organizations should provide motivating retirement packages to guarantee older workers of comfortable life after retirement. In a similar way, there should be plans to meet the needs of the youn ger generation. In addition, a flexible job design will enable organizations to continue using the services of aged and experienced workers (Borkowski 2009, p. 35). Plans can be made for such workers to execute their job tasks from the comfort of their homes. Conclusion All aspects of public life have been affected by an increase in legislation, particularly in the area of employment. In the recent past, employment law has greatly expanded to prohibit discrimination on grounds of age, gender, race, ethnicity, religion, and sexual orientation (Mercer et al. 2010). One driver of this expansion is the perceived need for a modern society to mobilize its entire potential workforce and available intelligence in order to meet the pressures of globalization, multigenerational workforces, and an ageing population. Reference List Borkowski, N 2009, Organizational Behavior in Health Care, Jones Bartlett Learning, Sudbury, MA. Froemming, BJ 2000, Managing and Leading a Multigenerational Workfo rce: A Nurse Manager Needs Analysis, Management and Health and Human Services Administration, Minnesota. Hickman, GR 2009, Leading Organizations: Perspectives for a New Era, SAGE Publications, New Delhi, India. Leibold, M Voelpel, SC 2007, Managing the Aging Workforce: Challenges and Solutions, John Wiley Sons, Hoboken, NJ. Lencioni, P 2011, The Five Temptations of a CEO: A Leadership Fable, John Wiley and Sons, San Francisco, CA. Pollitt, D 2006, Diversity in the Workforce, Emerald Group Publishing, Bingley, UK. Mathis, RL Jackson, JH 2010, Human Resource Management, Cengage Learning, Mason, OH. Mercer, J, Barker, B Bird, R 2010, Human Resource Management in Education: Contexts, Themes and Impact, Routledge, New York, NY. Rowe, KA 2010, Managing Across Generations, American Society for Training and Development, New York, NY. Smentek, D 2006, Managing An Ageing Workforce: The Impact of an Ageing Population on the German Labor Market and how Employers can Deal with Related Challe nges, GRIN Verlag, Santa Cruz, CA. Spiers, C 2003, Managing Stress in the Workplace, Taylor Francis, Dayton, Ohio. Thompson, DP 1996, Motivating Others: Creating the Conditions, Eye On Education, Princeton, NJ. United Nations (UN), 2005, Unlocking The Human Potential For Public Sector Performance World Public Sector Report 2005, Academic Foundation, New Delhi, India. Weiss, JW 2008, Business Ethics: A Stakeholders and Issues Management Approach with Cases, Cengage Learning, Mason, OH. Werner, S, Schuler, RS Jackson, SE 2011, Human Resource Management, Cengage Learning, Ontario, Canada. This essay on Problem with Multigenerational Workforces was written and submitted by user Alexzander W. 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.

The Chemistry of Love

The Chemistry of Love According to Dr. Helen Fisher, a researcher at Rutgers University, chemistry and love are inextricable. Shes not speaking, though, of the chemistry that makes two people compatible. Instead, shes speaking of the chemicals that are released into our bodies as we experience lust, attraction, and attachment. Chemicals in Each Stage of Love We may think that were using our heads to govern our hearts, but in fact (at least to a degree) were simply responding to the chemicals that help us experience pleasure, excitement, and arousal. Dr. Fisher says there are three stages of love, and each is driven to a degree by a particular set of chemicals.  Ã‚  There is a lot of chemistry involved in feeling attachment, sweaty palms, butterflies in your stomach, etc. Take a look at some of the key biochemical players. Stage 1: Lust If youre feeling eager for a sexual encounter with someone (even if youre not quite sure who youll end up with), chances are youre reacting to the sex hormones testosterone and estrogen. Both of these hormones play an important role in increasing libido in both men and women. Testosterone and estrogen are generated as a result of messages from the hypothalamus of the brain. Testosterone is a very  potent aphrodisiac. Estrogen can make women more libidinous around the time they ovulate (when estrogen levels are at their peak). Stage 2: Attraction Lust is fun, but it may or may not lead to real romance. If you do make it to stage 2 in your relationship, though, chemicals become increasingly important. On the one hand, chemicals associated with attraction can make you feel dreamy. On the other hand, they can make you feel anxious or obsessive. People who are in this early phase of falling in love may even sleep less, or lose their appetite!   Phenylethylamine or PEA: This is a chemical that naturally occurs in the brain and is also found in some foods, such as chocolate. It is a stimulant, much like an amphetamine, that causes the release of norepinephrine and dopamine. This chemical is released when you are falling in love. Its responsible for the head-over-heels, elated part of love.Norepinephrine: When PEA causes this chemical to be released, you feel the effects in the form of sweaty palms and a pounding heart.Dopamine: Dopamine is a neurochemical that appears to be associated with mate selection. An Emory University study found that voles (a type of rodent) chose their mate based on dopamine release. When female voles were injected with dopamine in the presence of a male vole, they could select him from a group of voles later. Stage 3: Attachment Now that youre really committed to someone else, chemicals help you stay connected. Oxytocin: Dopamine triggers the release of oxytocin, which is sometimes called the cuddle hormone. In both genders, oxytocin is released during touching. In women, oxytocin is released during labor and breastfeeding.Serotonin: A chemical that is more prevalent among people with compulsive disorders, serotonin can increase our dependence on another person.Endorphins: Your brain acquires a tolerance to the love stimulants and starts to release endorphins. The honeymoon is over, chemically, around 18 months to 4 years into a relationship. However, this isnt all bad.  Endorphins are associated with feelings  of attachment and comfort. Endorphins are like opiates. They calm anxiety, relieve pain and reduce stress.

Ostrich Egg Shells

Ostrich Egg Shells The broken pieces of ostrich egg shells (often abbreviated OES in the literature) are commonly found on Middle and Upper Paleolithic sites throughout the world: at the time ostriches were much more widespread than they are today, and indeed were one of several megafaunal species which experienced mass extinctions at the end of the Pleistocene. Ostrich egg shells offered protein, a palette for artwork, and a way to carry water to our ancestors over the past 100,000 years, and as such, they are well worth considering a raw material of interest. The Qualities of an Unbroken Egg The ovate eggshell of an ostrich averages 15 centimeters long (6 inches) and 13 cm (5 in) wide; with its contents intact an egg weighs up to 1.4 kg (3 pounds), with an average volume of 1 liter (~1 quart). The shell itself weighs about 260 grams (9 ounces). Ostrich eggs contain about 1 kg (2.2 lbs) of egg protein, equivalent to 24-28 chicken eggs. An ostrich hen lays between 1-2 eggs each week during the breeding season (April to September), and in the wild, hens produce eggs for some 30 years during their lives. Ostrich eggshell is composed of 96% crystalline calcite and 4% organic material, mostly proteins. The thickness (averaging 2 millimeters or .07 in) is made up of three different layers that vary in structure and thickness. The hardness of the shell is 3 on the Mohs scale. Since its organic, OES can be radiocarbon dated (typically using AMS techniques): the only problem is that some cultures used fossil eggshell, so you have to have additional data to back up your dates, always a good idea anyway. Ostrich Egg Shell Flasks Historically, ostrich egg shells are known to have been used by African hunter-gatherers as a light-weight and strong flask or canteen to store and transport various fluids, usually water. To make the flask, hunter-gatherers puncture a hole in the top of the egg, either by drilling, punching, grinding, cutting or hammering, or a combination of techniques. Thats been difficult to identify in archaeological sites, which typically include only a few eggshell sherds. Intentional perforations could be considered a proxy for the use of eggshell as a container, and based on the perforation, an argument has been made for flask use in southern Africa at least 60,000 years ago. Thats tricky: after all, you have to open an egg to eat whats inside anyway. However, decoration on eggshells has recently been identified which supports the use of flasks in Howiesons Poort contexts in South Africa at least as long ago as 85,000 years (Texier et al. 2010, 2013). Refits of the decorated OES fragments indicate that the patterns were placed on the shell before the shell was broken, and, according to these papers, decorated fragments are only found in context with evidence for purposefully cut openings. Flask Decorations The decorated fragments research is from the Middle and Later Stone Age Diepkloof Rockshelter in South Africa, from which has been recovered over 400 pieces of engraved ostrich eggshell (out of a total of 19,000 eggshell fragments). These fragments were deposited throughout the Howiesons Poort phase, especially between Intermediate and Late HP periods, 52,000-85,000 years ago. Texier and colleagues suggest that these markings were intended to indicate ownership or perhaps a marker of what was contained in the flask. The decorations identified by the scholars are patterns of abstract parallel lines, dots, and hash marks. Texier et al. identified at least five motifs, two of which spanned the entire length of the HP period, with the earliest decorated eggshell fragments from 90,000-100,000 years ago. OES Beads The bead-making process was recently documented archaeologically at the Geelbek Dunes site in South Africa, dated between 550-380 BC (see Kandel and Conard). The bead-making process at Geelbek began when an OES breaks, purposefully or accidentally. Large fragments were processed into preforms or blanks or made directly into discs or pendants. Processing the blanks into beads involves the initial drilling of angular blanks followed by rounding, or vice versa (although Texier et al. 2013 argue that the rounding process almost always follows the perforation). Mediterranean Bronze Age During the Bronze Age in the Mediterranean, ostriches became quite the rage, with several occurrences of elaborately decorated eggshells or eggshell effigies. This came at the same time as state-level societies in the fertile crescent and elsewhere began keeping lush gardens, and some of them included imported animals including ostriches. See Brysbaert for an interesting discussion. Some Ostrich Egg Shell Sites Africa Diepkloof rockshelter (South Africa), decorated OES, possible flasks, Howiesons Poort, 85–52,000 BPMumba rockshelter (Tanzania), OES beads, engraved OES, Middle Stone Age, 49,000 BP,Border Cave (South Africa), OES beads, Howiesons Poort, 42,000 bpJarigole Pillars (Kenya), OES beads, 4868-4825 cal BPGeelbek Dune Field (South Africa), shell bead processing area, Later Stone Age Asia Ikhe-Barkhel-Tologi (Mongolia), OES, 41,700 RCYBP (Kurochkin et al)Angarkhai (Transbaikal), OES, 41,700 RCYBPShuidonggou (China), OES beads, Paleolithic, 30,000 BPBaga Gazaryn Chuluu (Mongolia), OES, 14,300 BPChikhen Agui (Mongolia), OES, terminal Paleolithic, 13,061 cal BP Bronze Age Mediterranean Nagada (Egypt), OES, predynasticHierankopolis (Egypt), engraved OES, 3500 BCUr royal tombs, 2550-2400 BC, gold ostrich egg effigy, and painted OESPalaikastro (Crete), OES, Early Minoan Bronze Age IIB-III, 2550-2300 BCKnossos (Crete), OES, Middle Minoan IB, and IIIA, 1900-1700 BCTiryns (Greece), OES, Late Horizon IIB Sources Aseyev IV. 2008. Horseman image on an ostrich eggshell fragment. Archaeology, Ethnology, and Anthropology of Eurasia 34(2):96-99. doi: 10.1016/j.aeae.2008.07.009Brysbaert A. 2013. The Chicken or the Egg? Interregional Contacts Viewed Through a Technological Lens at Late Bronze Age Tiryns, Greece. Oxford Journal of Archaeology 32(3):233-256. doi: 10.1111/ojoa.12013dErrico F, Backwell L, Villa P, Degano I, Lucejko JJ, Bamford MK, Higham TFG, Colombini MP, and Beaumont PB. 2012. Early evidence of San material culture represented by organic artifacts from Border Cave, South Africa. Proceedings of the National Academy of Sciences 109(33):13214-13219. doi: 10.1073/pnas.1204213109Henshilwood C. 2012. Late Pleistocene Techno-traditions in Southern Africa: A Review of the Still Bay and Howiesons Poort, c. 75–59Â  ka. Journal of World Prehistory 25(3-4):205-237. doi: 10.1007/s10963-012-9060-3Kandel AW, and Conard NJ. 2005. Production sequences of ostrich eggshell beads and settlement d ynamics in the Geelbek Dunes of the Western Cape, South Africa. Journal of Archaeological Science 32(12):1711-1721. doi: 10.1016/j.jas.2005.05.010 Orton J. 2008. Later Stone Age ostrich eggshell bead manufacture in the Northern Cape, South Africa. Journal of Archaeological Science 35(7):1765-1775. doi: 10.1016/j.jas.2007.11.014Texier P-J, Porraz G, Parkington J, Rigaud J-P, Poggenpoel C, Miller C, Tribolo C, Cartwright C, Coudenneau A, Klein R et al. . 2010. A Howiesons Poort tradition of engraving ostrich eggshell containers dated to 60,000 years ago at Diepkloof Rock Shelter, South Africa. Proceedings of the National Academy of Sciences 107(14):6180-6185. doi: 10.1073/pnas.0913047107Texier P-J, Porraz G, Parkington J, Rigaud J-P, Poggenpoel C, and Tribolo C. 2013. The context, form and significance of the MSA engraved ostrich eggshell collection from Diepkloof Rock Shelter, Western Cape, South Africa. Journal of Archaeological Science 40(9):3412-3431. doi: 10.1016/j.jas.2013.02.021

How Might a Securitisation Approach Help to Make Sense of the Research Paper

How Might a Securitisation Approach Help to Make Sense of the So-Called War On Terror - Research Paper Example It is interesting to note that across this war and terror endangered world, bounded by the opportunities and threats afforded by globalization, new forms of autonomy, resistance and organized violence engage equally singular systems of international regulation, humanitarian intervention, and social reconstruction. In this security terrain, those systems of resistance and their opposing forces of regulation and intervention have assumed a networked and nonterritorial appearance. "While states and their security apparatuses remain pivotal, in both camps they situate themselves within and operate through complex governance networks composed of nonstate and private actors." (Mark Duffield 2002) Within the above broad spectrum the political scientists talk about the securitization of public policy defining it as a process by which organizational or political actors use security rationales to support claims for funding particular activities or where the 'security state' uses the rhetoric of external or internal threat as a pretext for entering into new policy fields or developing new powers. However, the most recent threats of terrorism, proliferation of weapons of mass destruction, and the spread of virulent disease together with the continuing spillover effects of 'new' wars have nonetheless created worrying threats like resource and environmental depletion and has also captured the popular imagination in such a way that nations and leaders can no longer remain complacent about the developing situations.   "Human security fits the paradigm of persuasion, just as national security lies at the core of the paradigm of power. While national security is the ideology of a state-centric international order, human security is the ideational basis of a people-centric world order underpinned by a global civil society" (Prof Amitav Acharya 2005)As the definition goes each category of security is determined by the securitizing actors and referent objects and it is also possible that the types of securities may vary across the security sectors.

HR Planning at Qantas Essay Example | Topics and Well Written Essays - 1750 words

HR Planning at Qantas - Essay Example In this situation organizations have been increasingly trying to find out what employees think and want from them1. The question of trade union has an important role to play in this context. They are meant to ensure that employees desires are satisfied and that they get a proper working environment and culture for conducting their jobs conveniently and comfortably too. It is also crucial that the strategies that the management undertakes are willingly accepted by employees and unions in order to ensure to make them effective and successful. Employee’s acceptance of the organizational strategies accounts for a key factor for their effective implementation. The project seeks to present the present situation at Qantas Airways which Australia’s flag carrier and regarded as one of the most well known airlines in the world. The company’s maintenance and repair costs account for one of the most expensive in the world; however, they are the least efficient at the same ti me. The most important and prominent contingency faced by the company was to implement any plan as the staff were not willing to accept in change initiated by the management. As presented by Kavanagh and Ashkanasy, (2006), any change management strategy must strive to bring about a complete cultural change in the organization in order to be successful and the most important component in this change process is effective communication and transparency and must be led under proper and competent leadership .... Strategic contingencies affecting the strategic choices that Qantas has from theoretical and practical perspective and effect of the choices on human resource planning The most important and prominent contingency faced by the company was to implement any plan as the staff were not willing to accept in change initiated by the management. As presented by Kavanagh and Ashkanasy, (2006), any change management strategy must strive to bring about a complete cultural change in the organization in order to be successful and the most important component in this change process is effective communication and transparency and must be led under proper and competent leadership2. The various contingencies towards bringing out the changes can be discussed under the certain theories and models3. The primary change management principles are discussed as under. Figure 1: Primary Change Management Principle (Source: Hiatt & Creasey, 2003, P. 15) In this case the resistance towards change is primarily th e main focus of concern. The main aim was to reduce the maintenance costs for which new maintenance regulations were attempted to be implemented. The new maintenance regulations were issued by the Civil Aviation Safety Authority to align the functioning of the airline in accordance to that followed by the European airlines. It also tries to make further advancement in its technologies and services. He realized that the numerous people were responsible for maximizing the profitability of the aircraft in terms of fuel efficiencies and introduction of new products and services. However, it was also realized that the maintenance costs and repair costs were extremely high and this required a complete

Increased Competition in the Field of Robotics Essay Example for Free

Increased Competition in the Field of Robotics Essay If desired, calibrate the virtual process to reflect physical conditions and download optimized robot programs. By simulating your process you can always be sure to have the right combination of robot, gun and fixtures. After all, in virtual reality, bumping in to car parts and fixtures does not really matter. Arc Geometric simulation enables accurate arc weld robot programs with optimized gun angle against the seam. Also, it is easy to evaluate guns with different swan neck angles for best reachability. Spot When working on-line it is not an easy thing to program a spot welding robot to weld perpendicular to a surface. With the aid of geometric simulation systems, this is ensured, with improved quality and a durable weld as a result. Evaluating and designing spot weld guns is effectively done in a virtual environment. Laser Laser technology has made many processes more efficient. Robotized laser applications really deserves state of the art manufacturing simulation technology as a companion. Truly these technologies is for the future. Painting When programming a paint robot on-line, there are often difficulties associated with where and how to store robot positions in order to get the best result. Off-line programming reduces many of these difficulties. Features such as paint thickness simulation and the fact that you actually see where you are aiming truly help. Consumption of paint, products, and above all time needed for on-line touch up dramatically decreases. Handling and assembly Simulation can also be used in robotized handling and assembly operations. The product can be checked in fixtures and grippers and together with other products. Kinematics can be added to products. During simulation of handling processes reachability can be checked and collisions can be detected and provided. Simulation can also be used to optimize the layout by checking the placement of fixtures, racks and other equipment. Simulation of human operations Not only robot operations can be simulated, also human operations are possible to simulate. Simulation of human operations is important in an ergonomic point of view. Reachability and accessibility can be analyzed in an early stage of the project, before any physical verification is possible. Different sizes of the human model can be used to point out if changes in layout, process equipment or product are necessary. By using simulation, difficult and/or impossible operations can be eliminated. The purpose of these analyses is to prevent harmful operations. The result of the simulations can also be used in an educational purpose. 4. Robots in place of Human in Food Industry. Robots to solve end-of-line issues in food industry. They face a number of challenges in their end-of-line packaging operations. In a manual process, they must deal with ergonomic issues, labor availability, and the uncertainty of increasing costs associated with recent and potential future legislation. In an automated process, accommodating rapid-fire package changes driven by sustainability initiatives and shelf impact, as well understanding and improving key performance measures such as Overall Equipment Effectiveness (OEE), are key. And in any process, food safety is an overriding concern on the minds of processors, as the consequences of foodborne illness and/or massive product recalls have affected a wide range of food categories. . Current Robotic Trends in Packaging Industrial robots have emerged as a valuable end-of-line tool to help address these challenges for food manufacturers, as the performance and user-friendliness of the technology has increased while costs have decreased. Growth in vision-assisted robotic applications is especially notable, as vision enables a robot to emulate the flexibility of human hand-eye coordination and perform a number of in-process product inspections for quality assurance. A number of statistics point to increased adoption of robotics in the industry: The International Federation of Robotics (IFR) Statistics Department, which provides information on world-wide trends in robotics, reports optimistically about robotics industry growth in the coming years. According to the Robotics and Automation Society, whose goal is to †advance innovation, education, and fundamental and applied research in Robotics and Automation, † (1) says that †Nearly every major user industry increased its purchases in the opening quarter of 2010. Especially strong gains were seen in robot sales to the semiconductor/electronics/photonics industries as well as food consumer goods. † In addition, â€Å"Material handling remains the largest application area for new robot orders, accounting for some 60% of the units sold. Many food companies and packaging machinery manufacturers have successfully applied robots in a wide variety of processes in the dairy, meat, baking, confection, frozen, snack, beverage, and even produce industries.

High School vs College for a Disabled Student :: Compare High School and College

If you are a disabled high school graduate you may be confused by the changes with which you are faced and unsure what to expect as you prepare for college. Realistically, the transition from high school to college requires a period of adjustment for all students since the academic demands are different in the two environments. However, the transition for students with disabilities requires special preparation in order to progress smoothly. During the high school years, much of the responsibility for accommodating your disability fell to school personnel, and your parents served as your primary advocates. Even though you were required to participate in case conferences and the implementation of your Individual Education Plan (IEP) you may have felt more on the "sidelines." As you transition to college, your parents no longer serve as your primary advocates and you are asked to assume this role. It is important you understand you will be expected to seek out the services you need, provide adequate documentation of your disability, self-identify your need for accommodations, and follow-through with your assigned responsibilities in the accommodation process. Some of the confusion surrounding the transition from high school to college for students with disabilities can be traced to the fact that colleges and high schools are governed by different laws. The Individuals with Disabilities Education Act (IDEA) is no longer applicable as students transition to college and IEP’s, mandated by IDEA, are no longer required at the college level. Even Section 504 of the Rehabilitation Act of 1973 (Section 504) has different provisions for colleges than were in place for K-12 schools. IDEA and Section 504 mandate K-12 schools provide assessments to identify students with disabilities; however, when students enter college they bear the responsibility for providing evidence of their need for specific accommodations.