Business Ethics Essay Example for Free

Business Ethics Essay Fred, a 17-year employee with Sams Sauna, was fired for poor job performance and poor attendance, after accruing five disciplinary penalties within a 12-month period under the companys progressive disciplinary policy. A week later, Fred told his former supervisor that he had a substance abuse problem. Although there was no employee assistance program in place and the company had not been aware of Freds condition, their personnel director assisted Fred in obtaining treatment by allowing him to continue receiving insurance benefits and approved his unemployment insurance claim. Fred subsequently requested reinstatement, maintaining that he had been rehabilitated since his discharge and was fully capable of being a productive employee. He pointed to a letter written by his treatment counselor, which said that his prognosis for leading a clean, sober lifestyle was a big incentive for him. Fred pleaded for another chance, arguing that his past problems resulted from drug addiction and that Sams Saunas should have recognized and provided treatment for the problem. Sams Saunas countered that Fred should have notified his supervisor of his drug problem, and that everything possible had been done to help him receive treatment. Moreover, the company stressed that the employee had been fired for poor performance and absenteeism. Use of the progressive discipline policy had been necessary because the employee had committed a string of offenses over the course of a year, including careless workmanship, distracting others, wasting time, and disregarding safety rules. Questions: 1) Should Fred be reinstated? 2) Was the company fair to Fred in helping him receive treatment? 3) Did the personnel director behave ethically toward Fred? 4) Did he act ethically for his company? 5) Would it be fair to other employees to reinstate Fred?

International Management Competencies |Reflection

International Management Competencies |Reflection INTRODUCTION MSc International Management was my chosen area in which to study after my BA honors in International business management at Oxford Brookes and I was given the opportunity to complete a Masters Degree in the same line of study. The semester classes started on the 28th of September 2009, where I was to take part in International Management Competencies. The sessions would give me the possible additional prospect of becoming a first-class international business manager. To be involved in a global business concerning mixed cultures, overall integration and examination for changes that affects globalization by interacting cross-culturally. (Thomas, 2008). The class in which I took part in included 23 students from 17 different countries of origin, which meant I would be having contact with individuals that have the same interest of subject with different backgrounds and experiences to offers with diverse cultures which most certainly could give me an insight into different ethnicity and cross-cultural factors. These could potentially overlap between each other while interacting. With this in mind, understanding culture it is to be associated with the aim to define common human problems which are shared between groups. (Schneider, 1997). The module itself would also give me the unique opportunity to enhance my mangerial skills by learning form my experiences and taking part into the activities that would bring further education in developing my fundamental process of learning. I began to understand that the classes would give me a vast ability to develop my skills on a weekly basis by interacting with all the members of my class and group that I was placed in, also while working on the reading material and keeping a weekly diary (see Appendix A) it seemed to be appealing and would most definitely exceed my knowledge on the subject in question, to understand that International managers hold the responsibility towards an organisations success by managing with their hu man resources which are related to their cultural differences and backgrounds (Groseschl, Doherty, 2000). REFLECTIVE STATEMENT EXPERIENCES The most important task that I had to undertake this semester was associated with a mixed group of individuals form the same division to then explore the core case study given by our module leader, â€Å"The case of the Floundering Expatriate†, in which it involved diversity in cross-cultural groups concerning an organization that tries to manage these mixtures effectively to try accomplish great performance and success. The role for the project would be to analyse Bert Donaldson‘s managerial practices and to address the key issues with his team, and actions he could take in his own cultural development. The final results would then to be presented to the peers in weeks 8 (trial mock, see diary Appendix A, week 8) and week 10 (final assesed, see Appendix A week, 10), with also a group report showing all the content and understanding of the case. The group i got allocated to consisted of 5 people from different countries with mixed culture backrounds, knowledge and experiences to offer (Appendix A,week 2-3), of which Shirley came form Venezuela, Konstantin from Bulgaria, Judith form Germany, Moses from Denmark, and me from Italy. The process in which all these events happened has been recorded in diary format shown in the appendix (Development through the weeks of the semester) showing overall actions taken during the initial process in which it began, where i had to change to another team (Appe ndix A, week 2 and 3). The group was given the chance to be fully independent, and we had the power to decide when to schedule as there was no pattern or organised structure to follow, therefore we could procede as best as we could, to optimize the procedure, which would be critical for the result. As described by Robert Harris, (2004) the synergy within a team has to be promoted by improving strategy that creates enhanced quality of work, autonomy control, improved communication, which then results in higher performance, productivity and more research and development. On initial startup there was a lack of organization and indeciciveness to whome should be the leader, to find a comprimise to work consistenely, but then Shirley proved to be up to the part and showed great ability to commence and organize a programme to follow (see Appendix B) related to meeting times and place, and a leader was found, persuing the role as the motivator and director of the operation by applying her h uman resource skills and direction of the generic scope which are crutial for a successful leader by creating a sense of purpose structure and clear defenition of purpose (Emirates Center, 2002)(Appendix A week 5 to 6). The role in which i could represent myself would be as a team worker and finisher ,a relevant role that would have to be skilled over the weeks to come. As mentioned by Harris, 1998, a team worker has the main priority to put people on top of his list, concerning feelings, needs, and has a strong observing power of the strengths and weaknesses of the group. Additionally he plays as a facilitator minimising any possible frictions that may arise. FEELINGS I was very content to be in the assigned group and ready to combine all our ideas together to then put them into practice. By using different prespectives on cultures and leadership which are essential to be able to learn the basic skills for managing its organization successfully and create a working environment that can develop its skills and training through time. Managers are faced with one of the biggest tasks to motivate and lead individuals to different cultures by understanding their behaviors, as motivation has the need to achieve and dominate in its class (Mc Clelands, 1981). I had an amazing feeling that the overall experience would bring me insight into team working and learning other cultures by having the possibility to integrate and develop skills needed in working life environment, involving decison making process, solving problems, and being able to carry out required tasks. Furtermore an absolute importance to the way in which you present your skills and ideas is cr utial for the success and undestanding you bring across. As explained by Tjosvold et al (2003), cross cultural management is increasing due to expatriation and international trade, meaning that people from diverse cultures must work together in the global marketplace. Societies differ in characteristic ways of thinking, feelings and acting through effective approaches derived from their values which portrays stereotypes and expectations that come from these specific situations. Finally by examining my teams diversity there were some disadvantages towards lack of cohesion(Appendix A week 7-8), and misscomunication through language as none of us were native spakers, but there were several advantages thatour mixed creativity gave a wide range of prespectives, better ideas and less groupthink, that resulted in better problem definition in regards to finding solutions for productivity. THOUGHTS As our first meeting started on the 16th of October many thoughts ran through my head and I was thinking if the group would be able to interact, merge developing ideas and fuse past experiences (work related and life events) with knowledge to minimize any potential cross-cultural issues that may arise. During the meeting everyone knew their role (Appendix A, weeks 3-6). I was motivated to extend and widen my thoughts by analyzing the situation in hand for the development plan needed. I was beginning to feel very relaxed and was pleased to share my opinions and ideologies of the case, by describing as best as I could what I thought we should include for the report to analyze it according to the prerequisites. I stared to realize that I was changing as time passed on, as I understood that my preferences where towards working with others and accepting ideas and mixing concepts to reach an evaluated criteria for fluency. I began to apprehend that I function perfectly as a team worker by constructing a working structure with appropriate skills and resources as suggested by West (2004), but there was a necessary need for change towards the way I express myself and come up with ideas. I would have to be more assertive and confident in myself. As for being an expatriate from Italy it brought additional challenges for working in a new cultural environment. Haour-knipe (2001), argued that in order to be successful during the integration of a new society there needs to be an adaption towards learning the new language, making new friends and getting occustomed to the the new surroundings and local culture. Nonetheless I saw different insights into peoples different styles and ways of achieving a process where I could take into account additional practices to develop myself towards diversity and the power that a team can generate, as mentioned by Essed (1996), diversity can be understood by experiencing events that are in common with the individuals from the team, where the se beliefs, principles and theories have an important impact on the opportunities for success. Not only would this be developed through practice but also the assigned reading would help me to expand the ideas and understand further ways to think globally and express myself. REFLECTION Through team working I understood different aspects of behaviors towards work commitments and endless encounters that would affect the work process. With this in mind i can understand that culture influences behavior as its a process about people or events they carry out, by looking towards cultural norms (acceptable behavior and influences of past experiences, Francesco, 2005) shared in a group, with selective perception, stereotypes, expectations, social dominance and different attributes for reaction (Usunier, 1998). A good example illustrating this could be the existence within the group members of both low and high context cultures of which everyone except for me was low context. Meaning that there explanations are done through words or verbalization instead of context, while I was the only one of high context mainly the opposite of them. Therefore by looking towards my experience i have noticed the various advantages that brought me to seek my role, not only that i knew what i wanted to do but also it was confirmed by Belbins self awareness questionnaire (Appendix C) that i was an implementor and team worker. These implications are the essential attributes for my team, that are in need for improvement towards my communication practice and presentation style that would have to be fully prepared to describe content coherently and right to the point. By developing these aspects it brings me a step closer to becoming a successfull specialist in the field of international business as Brooke (1996) described the process of becoming a successful by 3 stages involving observation, experience and theory, thereon analysing them to understand the relevance of each to learn the theoretical side. THEORY INTO PRACTICE The potential cross-cultural problems related to the topic of the session were plentiful, where there were issues concerning team roles, working skills, and decision making. There were also differences in communication style (verbal and non-verbal) and performing practices among cultures. Moreover there are diverse preferences towards leadership performance (skills), decision styles, and expectations with a need of cross cultural adjustment towards a new environment. Consequently it is necessary to know ones skills to be assertive; portraying what you may offer when entering in United Kingdom to show all the benefits you may bring to future career. SUMMARY Managers need to able to take into account all the concerning circumstances mentioned above to lead Individuals form their team towards working as a unit to increase overall performance to reach targets (Thakur, 1993).What needs to be understood is that globalization is a major factor affecting cultures all around the world, where everyone has to work closely together and need each others support to build up to required expectations and competencies. This factor involves the rapid growth of a market in relation to social, economic and technological problems (Kavous, 2009). This module gave me the chance to question, analyze and improve my managerial skills, while the reflective statement and diaries give a broad outline of the experiences passed. Furthermore the professional development plan below will outline future areas for development .The overall project gave me an opportunity to discover my interpersonal skills as well as weaknesses that I need to overcome to develop sufficient international managerial competencies, the most important of which are communication, decision-making, leadership, presentation skills and team working. BIBLIOGRAPHY Ardalan, Kavous. (2009) â€Å"Globalization and culture: four paradigmatic views†, International Journal of Social Economics, Vol. 36, No. 5, pp. 513-534. Danielle Medina Walker, Thomas D. Walker, Joerg Schmitz, Terence Brake. (2003) Doing business internationally: the guide to cross-cultural success. McGraw-hill pages 33-36 Culture. Dean Tjosvold, Kwok Leung. (2003) Cross-cultural management: foundations and future. Ashgate publishing company, pp. 1-6. Francesco, A.M. and Gold, B.A. (2005) International Organizational Behavior, Upper Saddler River, NJ: Pearson Education Inc., pp. 159, 161,175, 204, 205. Groseschl, Stefan, Doherty, Liz. (2000) â€Å"Conceptualising Culture†, Cross Cultural Management: An International Journal, Vol. 7, No. 4, pp. 2-3. Jean-Claude Usunier. (1998) International and cross-cultural management research. Sage publications. pp. 31-35. Mary Haour-Knipe. (2001) Moving families: expatriation, stress and coping. Routledge publisher, pp. 90-92. Michael A. West. (2004) Effective teamwork: practical lessons from organizational research. Malden Oxford. Pp. 75-85. Michael Z. Brooke. (1996) International management: a review of strategies and operations. Stanley Thornes Ltd. Pp. 3 -21. Philip R. Harris. (1998) The New Work Culture: Hrd Strategies for Transformational Management Publisher HRD Pres, Team working pp. 520-526. Philip Robert Harris, Robert T. Moran, Sarah Virgilia Moran (2004) Managing cultural differences: Global leadership strategies for the 21st century. Elsiver, Oxford ,sixth edition PP.150 -156 Cultural differences. Philomena Essed. (1996) Diversity: gender, color, and culture. Library of Congress, A challenge towards diversity pp. 135-137. Schneider, S. (1997) Managing Across Cultures, Hemel Hempstead: Prentice Hall The Emirates Center for Strategic Studies and Research. (2002) Leadership and management in the information age pages 12-22. Thomas, D.C. (2008) Cross-Cultural Management Essential Concepts, 2nd Edition, Los Angeles: SAGE Publications Ltd, pp: 49, 50, 59,131-137, 187, 223, 234. APPENDIX A WEEK 1 DATE: 29th of September 2009 EVENT/ACTIVITY: Introduction of the Module and Key Competencies of an International Manager. Discussion of a Case Study, Exercise 3 â€Å"Spanning the globe†. EXPERIENCE: This was my first class where a brief presentation was given on how the module would turn out to be and what was expected form us with course objectives and learning outcomes. During this class we were given a specific task to work on, the case study â€Å"Spanning the globe†, to be worked on as a team with people that were assigned together to work sitting on the same table during the lecture break that was give to us. During the given time the whole group decided we should read the case study individually and then discuss and go through the question given, therefore everyone had a specific task and to combine ideas together. The overall outcome of the task was to see how everybody would react to team work under a strict time management and to combine personal ideas with other members of the team. FEELINGS: My initial feelings of the task were orientated toward overall successful performance to achieve what was asked from me, I thought the group was well organized and prepared to come the exercise to come up with combined answers and ideas. Time management was also dived in 3 sections, the first towards reading the case study, secondly reviews opinions of members and finally to write notes down for a final answers. THOUGHTS: During the whole experience I felt I was learning throughout and getting to know different people and other ways of working as a group which made me happy and motivated to continue with the module introduced to us, where I realized that I would learn a great deal from this module that would most definitely improve me as a potential fine manager. REFLECTION: What I could learn from the first group discussion was that all individuals are different and that everyone has a different way of performing and achieving a process, therefore we have to accept to learn to work together and combine all ideas and conflicts to create something unique and to use individuals strengths to help the process. Also I had a rough look at the content of the module and understood that a wide range of reading material had to be studied, also by using as core text book Cross-Cultural Management essential concepts by David C. Thomas 2nd edition, and others similar to this. THEORY INTO PRACTICE: The potential cross-cultural problems related to the topic of the session are the following: Time pressure (35 min) Different understanding of the content Different opinions about approach Different perspectives of case study Working together effectively (constraints) General discussions to agree on a certain point In order to enhance these potential threats it has to be noted that individual competencies of members need to be worked on in order to be a successful manager and improve cross cultural team work by accepting different skills and behaviors that might come into practice. WEEK 2 DATE: 6th of October 2009 EVENT/ACTIVITY: International Team Working. Work group vs. Team. Division into groups for Assignment 1, Discussion of the Case Study 0.1 â€Å"The Thames Pump Valve Company† and different activities about team working guidelines, reflections about advantages and disadvantages of working in groups, improving long-term performance of leaders of a multicultural team and personal awareness and skills exercise. The group that I was in included me, Julius, Roman, and Pimita, but one member was missing as she did not attend the class. (Of which we were assigned to be group 2). EXPERIENCE: During this class our team explored the performance and potential of multicultural teams and the key barriers to achieve high performance and which strategies to consider to address these issues. The first discussion was about the case study of â€Å"The Thames Pump Valve Company†. This case study was part of our homework for the day and the discussion in my group was productive in the end. During the class we experience even other activities such as the exercise about team working guidelines where different cultural background proved even different ranking of the list of provisional guidelines. The second activity consisted in establishing advantages and disadvantages of working in groups and the other one was about improving the performance of leaders of a multicultural team in the long-term. During the session we discussed on conclusion of the role of self assessment to find each members preference and role within the group by completing Belbins team role task to see each other differences. Finally we were given the case study of â€Å"The case of the Floundering Expatriate† of which we would be analyzing with a group for the rest of the module to then give an oral presentation of the findings and solutions asked for. FEELINGS: I felt very happy to get to know my team members and see if we would work efficiently together, understand there different ways of doing and achieving a method, our group consisted of members from Germany (Julius), Russia (Roman), Italy (Eugenio), Pimpta (Thailand). So there were certainly potential for different cultural issues and idea generation. Overall there was a feeling of excitement for the beginning of a new relationship. THOUGHTS: While we were getting to know each other I was thinking what kind of benefits they would bring to the team and what could I learn from this experience and give towards making the group work. With this in mind previous weeks task for homework help me understand potential preferences that I might be involved in, I assessed myself development by completing the questionnaire given to us to correspond towards qualities for an effective manager where my strong points found were towards: Relevant professional knowledge and understanding Proactivity, inclination to respond purposefully to event Social skills and abilities Secondly I looked towards personal awareness and skills exercise between the roles that an international manger takes into account, by organizing the most important roles that comply with you to be successful, the most important ones for me where: Team leader/ Judge/ Challenger/ and Innovator REFLECTION: While attending the session I learned that I would most definitely be a team worker as I got along with my members and I was motivated to bring great ideas and completing the task assigned to us. At this moment in time there was no evident leader so positions still needed to be assigned. Finally we all decided to meet the following Monday to discuss the case study of â€Å"The floundering Expatriate†, for a general review. Finally I was also reviewing the material that had to be red, the initial chapters of the core text book and others suggested by the module leader. THEORY INTO PRACTICE: The cross cultural factor that were influenced in this session were that there could have been a language restrain between each other and that clear ideas didnt seem to flow at times , therefore a better organization was needed. WEEK 3 Date: 16th of October 2009 Event/Activity: Culture and Values and Managing diversity. I started to feel ill, which resulted in getting the flu. Therefore I could not attend the First group meeting as I was unable to for health reasons and I was therefore moved to group number 1, as another member form group 2 attended and course leader suggested I move to the other group as they were already agreed to work together. Experience: During this week I got a temperature resulting in getting the flu and I was in bed for a few days. On Wednesday we had the first group meeting and one of my group mates was really kind to send me an e-mail with all the details discussed during the meeting. On Thursday I tried to recover from this by taking medicine and resting for a few days which put my back on track, unfortunately I felt badly that I could not attend the meeting and felt very frustrated; also I had to interact with my new group and set up new meeting and roles that would be taken FEELINGS: I was very happy to meet the other members of my group and was ready to work with them on the case study of â€Å"The floundering expatriate†, I wanted to see how we would socialize and combine all our ideas and put them into practice, but as I was ill I could do that, so it made me sad that I let the team down, and I had to tell them that I couldnt attend. The group I was now assigned to consist from Shirley (Venezuela), Konstantin (Bulgaria), Moses (Denmark), Judith (Germany) and me (Italy), a nicely balanced group from different origins. THOUGHTS: During the time I didnt spend with my group I though what I could offer my team, and I started to think towards my potential assets that they could benefit from. One task that helped me realize what I could offer involved in completing Belbins team roles self assessment by looking toward contribution, shortcoming events, involvement in projects, characteristic approach towards work, satisfaction, difficulties that may arise, and problems that can be dealt with. With all this taken into consideration, the final verdict showed that I exceeded towards being an implementer and team worker. Another way in which I understood that I was starting a general development of my life towards a working life was due to understanding wide-ranging points of view and concepts of cross-cultural management from Francesco and Gold, Thomas books that gave me a great deals to think about how my performance would affect the group and how I would interact with fellow members. REFLECTION: Unfortunately I couldnt learn anything from the group meeting as I was absent, but I read the case study and was ready to share my views and opinion on how to come about answering the questions that were given to us. Also I was informed form other member to meet my new group on the following Monday to review question 1 and 2 of the case study, to bring my ideas and thoughts to the next session. THEORY INTO PRACTICE: The cross cultural factor that were influenced in this session were that the group might have thought that I was unorganized and not willing to work as I did not attend and hoping that this would not happen again. Additionally by being and implementer it meant that I would be reliable , disciplined, conservative and efficient and mainly to turn ideas into practical actions and work successful in a team with a smooth flow, knowing that I could bring these positive attributes to my team the following week and for the rest of the semester to complete the task given to perform a presentation on possible ways of developing the case study of â€Å"The Floundering Expatriate† by looking towards the: Cross cultural issues that arise Action plan to develop Berts Team Steps in which Bert need to take into account to develop his interaction skills Finally followed by our groups performance in completing the task WEEK 4 Date: 19th of October 2009 Event/Activity: Second group meeting: Presentation of task 1 and 2 Experience: The group decided to review question 1 and 2 on Monday at 12.00 with a meeting point in the library in Wheatley campus, so we could discuss and review the work done the week before for the tasks and see if any progress was made since their last meeting. SECOND Experience: 22nd of October This weeks class of IMC was divided in two parts; the first one had a guest lecture who talked about coaching and mentoring and the second one was about leadership. During the first part we did a test called ‘International Coach Federation Professional Coaching core Competencies to get a view about our coaching abilities. Also an article about coaching was distributed in class, titled â€Å" Accessing cultural orientations: the online Cultural Orientations Framework Assessment as a tool for coaching† by Gilbert and Rosinski (2007). The second part was about Manager as a leader where we discussed the characteristics of global business leadership and cultural influence on leadership in different counties. FEELINGS: I was happy this week to learn about mentoring across cultures and leadership which are essential needs for an international manager to learn the basic skills for managing its organization successfully and create a working environment that can develop its skills and training through time, as managers are faced with one of the biggest tasks to motivate and lead individuals to different cultures by understanding their behaviors, as motivation has the need to achieve and dominate in its class (Mc Clelands, 1981). While on the other hand leadership has the ability to inspire individuals to influence organizations members towards goals and targets that need to meet. THOUGHTS: As the lesson progressed I was thinking what kind of role would I seek to pursue during a managerial task, and when reflecting I was brought to understand that I would have a great ability to be a leader by having the ability to see members potential assets for the team and task in hand and by leading them to enhance their skills gradually by making them feel comfortable with what their achieving. REFLECTION: After the past experiences I started to realize that I might want to develop my leadership skills in my team, but as time progressed we noticed that Shirley took the role of leader right from the start by organizing schedules and giving out tasks to perform on a weekly basis and found myself in the situation to comply with her demands as she was very organized and everyone had the opportunity to collect and deliver any ideas that may be relevant for the case study. Also during the lectures I learned all the different styles that a manager can adopt or operate on, that can bring a wide variety of solutions. THEORY INTO PRACTICE: The cross cultural factors affected form this session and that concerned me the most were: A leader was found and had to deal with the of being a team worker Time constraint arose and found ourselves to rush through some of the work First sessions were formal and members from the group felt discomfort We need to establish a greater bond to flow in an organized way Different styles for expressing their ideas Different approaches to understanding and exploring ideas WEEK 5 DATE: 26th of October 2009 EVENT/ACTIVITY: On Monday we had our third group meeting. On Tuesday, IMC class, where we had a guest lecture about International Careers and Development. EXPERIENCE: This group meeting took place at the same time and place as organized and decided, were it was productive and we kept on expanding our ideas and development for the project and started to become more organized and coherent. WEEK 5 DATE: 29th of November 2009 EVENT/ACTIVITY: On Monday we had our forth group and on Tuesdays we had IMC class where we discussed â€Å"Problem analysis and decision making in an international environment†. EXPERIENCE: As every Monday we had our usual group meeting in the library the difference this week was that I was the only one to show up on time. During this class we discussed a case study â€Å"Pinpoint executive toys; the culture is important and can be said to be structured!† where we should put ourselves as managers of this organization and make some crucial decisions. While we were discussing the case study and try to find a solution to all the questions we found ourselves to work perfectly and in harmony together. FEELINGS: The guest lecturer gave me more insight into what my future plans would be and preferably were I would like to take my knowledge and skills into which sector of work, this gave me an insight into thinking more deeply into where I would like to work, where to stay in England or go abroad, working in an organization or company, and also what sectors would I be interested in. THOUGHTS: This week I was slightly de-motivated as I felt that I had to catch up with other modules and the work started to load on me, therefore I noticed that I was lacking towards generating new ideas and completing tasks, but I found the will and strength to study more, which showed I was gaining more insight into enhancing my personal skills as I wanted to achieve greater benefits to apply in future jobs or personal

Belt Drive Laboratory Exercise

Belt Drive Laboratory Exercise An investigation into the relationship between tensions in a slipping pulley and comparison of experimental and theoretical results 1. Summary The transmission of power across machines and systems in industry is vitally important and belt drives can provide this in a cheap but efficient form. In this experiment, a flat belt was attached around a pulley at four separate contact angles and the tensions both before and after the pulley were recorded as the mass was changed to investigate the belt tension ratio and efficiency of the pulley, and how this compared to theoretical results. The experimental and predicted results were found to be very similar, confirming the expectation that an increase in contact angle would cause an increase in belt tension ratio. Also, a peak efficiency of 67.95% was measured which was significantly lower than the average modern day efficiency of 95%.   2. List of Symbols Symbol Meaning  µ coefficient of friction between belt and pulley ÃŽÂ ± half vee belt angle ÃŽÂ ² angle of contact between belt and pulley T ­1 tension after pulley T2 tension before pulley mm millimetres N newtons V volts A amps g grams à Ã¢â‚¬ ° rotational speed rpm revs per minute ÃŽÂ · efficiency POUT output power PIN input power T torque Nm newton metres 3. Introduction Belt drives are a cost effective, easy to use devices designed for power transmission between machines or shafts. The origins of traction devices can be traced back as far as the Babylonians and Assyrians with flat belts, made of leather, becoming the main source of power transmission in factories during the industrial revolution. Although flat belts are still used today, the introduction of vee belts by John Gates in 1917 revolutionised short distance power transmission, being able to generate more power than a flat belt for a pulley of certain diameter. Modern belt drives are able to transmit power at an efficiency of 90-98%, averaging 95% [1]. Vee belts provided the opportunity for continuously variable transmission with their ability to work on pulleys of variable diameters, a useful advantage over other forms of transmission. However, the main disadvantage is the slip between belt and pulley which can limit the efficiency of the drive; the factors contributing to this are the belt profile, the friction and the amount of torque. This report investigates the relationship between the tensions in a stationary flat belt pulley and subsequently the torque and efficiency, comparing the experimental results with expected values calculated using the theory outlined below. 4. Theory Given the coefficient of friction  µ, vee belt angle 2ÃŽÂ ± and angle of contact ÃŽÂ ² (rad), the relationship between higher tension and lower tension in a slipping pulley, known as the belt tension ratio, is given by the following equation: [2] (equation 1) Given for a flat belt ÃŽÂ ± = 90 ° and knowing sin (90 °) = 1, this equation can be rewritten: (equation 2) It is this theoretical equation which the experimental results will be compared against in order to analyse the relationship between the belt tension ratio and coefficient of friction. 5. Method 5.1 Apparatus Belt drive system set up as shown above in figure 1, with the central pulley of radius 50mm and a load cell measuring with an uncertainty of  ­Ã‚ ­Ãƒâ€šÃ‚ ±0.005N. DC electric motor to provide initial rotational movement of the central pulley, measuring voltage (V) with an uncertainty of  ±0.05V and current (I) with an uncertainty of  ±0.005A. Masses, 100g each, to vary the load applied at the free end of the string Hand held optical tachometer capable of measuring rotational speed (à Ã¢â‚¬ °) of the pulley with an accuracy of  ±0.5rpm. 5.2 Procedure The free end of the string was placed accordingly to ensure the angle of contact, ÃŽÂ ², between the belt and pulley was à Ã¢â€š ¬/2. The motor supply voltage was set to 10V and it was made sure that the pulley was rotating in the correct direction by checking T2 > T1. The spring balance was zeroed before the minimum load, 100g, was placed on the free end of the string and a measurement for T1 recorded off the spring balance. 100g masses were then added individually until a maximum mass was applied and the value on the spring balance after the addition of each mass was recorded. These masses were then removed, the angle of contact changed, and the experiment then repeated for angles of à Ã¢â€š ¬, 3à Ã¢â€š ¬/2 and 2à Ã¢â€š ¬. The maximum mass was achieved when the motor was close to stalling but the voltage value still read 10V. When performing the experiment at the 3à Ã¢â€š ¬/2 angle of contact, values for current and pulley rotational speed were also measured after the addition of each 100g mass. The current (I) was measured by the digital multimeter while the rotational speed of the pulley (à Ã¢â‚¬ °) was measured using the hand held optical tachometer. 6. Results The tension after the pulley (T1) and the mass added to the free end of the string were recorded and collected in a table, which can be found in Appendix A. The values for the mass were converted from kg to N to give the corresponding tensions (T2). A graph of T2 against T1 (figure 2) was then drawn for all four angles of contact ÃŽÂ ². This experimental value was calculated from figure 3 to be 0.3269. Using this value and equation 1 for all four angles, a theoretical plot of the belt tension ratio was able to be produced and compared with the experimental results achieved at the four points, shown through figure 4. 7. Discussion It was expected that as the angle of contact increased, the value of T1 would decrease and therefore the value of the belt tension ratio would increase. It can clearly be seen from the experimental data points produced in figure 4 that the results from this experiment were as expected. Also from figure 4, an analysis of the experimental data points and the theoretical line of best fit shows a clear correlation between the two calculations, confirming the theory discussed during section 3 of the report. The slight differences found between these two forms of data, particularly at ÃŽÂ ²=3à Ã¢â€š ¬/2 where the largest error is found, can be accredited to systematic errors due to the measurements from the load cell. Observing figure 6, the motor efficiency shows a generally increasing trend though the curve begins to flatten out as T2 reaches 9.810N. This shows the relationship between torque and efficiency not to be linear but instead parabolic, demonstrating the idea of a peak efficiency at each contact angle. By differentiating the equation of the line of best fit we can calculate that the maximum efficiency is achieved at a torque of 1.627 Nm with this efficiency being 67.95%. This efficiency is significantly smaller than the modern day average of 95% stated in the introduction; this difference in values can be attributed to various factors affecting the calculations. Firstly, it was assumed that the motor driving the pulley was 100% efficient; in reality this would not be the case as there would be energy lost internally through friction, cooling systems and core losses. Secondly, this experiment was conducted using a constantly slipping flat belt as opposed to a more commonly used form of transmission such as a vee belt, where higher efficiencies would be anticipated. 8. Conclusion To conclude, the experiment outlined in this report was useful in demonstrating the relationship between tensions in a slipping pulley, successfully validating the theory from section 3 that belt tension ratio is related to angle of contact; as ÃŽÂ ² tends towards 2à Ã¢â€š ¬, the belt tension ratio tends towards a maximum due to an increased area of contact and consequently larger friction. In the experiment, a maximum efficiency of 67.95% was calculated at a torque of 1.627 Nm. The graph of efficiency against torque analysed in section 5 demonstrates a need to find the optimum torque of a system in order to achieve maximum efficiency from it. The findings from this experiment are statistically insignificant as the nature of the pulley does not correspond to common industry types. However, the experiment was useful in showing the basic relationships between angles of contact, belt tension ratio and efficiency found in belt drives and the effect slipping can have on the output of these systems. Appendix A Raw Data à Ã¢â€š ¬/2 à Ã¢â€š ¬ 3à Ã¢â€š ¬/2 2à Ã¢â€š ¬ Weight (kg) T2 (N) T1 (N) Current (A) Speed (revs/min) T1(N) T1(N) T1 (N) 1.0 9.810 5.80 3.8 1218 3.40 1.70 0.9 8.829 5.20 3.5 1239 3.05 1.50 1.15 0.8 7.848 4.60 3.2 1256 2.70 1.35 1.00 0.7 6.867 4.00 2.9 1280 2.40 1.15 0.90 0.6 5.886 3.45 2.6 1308 2.05 0.95 0.75 0.5 4.905 2.85 2.3 1340 1.70 0.80 0.60 0.4 3.924 2.25 2.0 1370 1.35 0.60 0.45 0.3 2.943 1.65 1.7 1399 1.00 0.40 0.35 0.2 1.962 1.15 1.3 1429 0.65 0.25 0.25 0.1 0.981 0.5 1.0 1470 0.30 0.10 0.10 [1] Carlisle Power Transmission products, Inc., Energy loss and belt efficiency, [Online]. Available: http://www.clark-transmission.com/images/pdf/carlisle/energy_loss_and_belt_efficiency.pdf. [Accessed 9 February 2016]. [2] J. Darling, ME 10010 Solid mechanics 2 Belt Drive Labratory Exercise, University of Bath, 2016. [3] University of Geulph, Department of Physics, What is torque?, [Online]. Available: https://www.physics.uoguelph.ca/tutorials/torque/Q.torque.intro.html. [Accessed 16 February 2016]. [1] PIX Transmissions Limited, Belts Brief history and types, [Online]. Available: http://www.pixtrans.com/blog/belts%E2%80%93brief-history-and-types.html. [Accessed 9 February 2016]. [2] Groschopp, Efficiency and losses in electric motors, 24 March 2015. [Online]. Available: http://www.groschopp.com/efficiency-and-losses-in-electric-motors/. [Accessed 10 February 2016]. [3] Habatec, Introduction to the power transmission flat belt drive, 2011. [Online]. Available: http://www.habatec.net/HNet/HabaTEC.nsf/vwWebContent/FF5800BDAD1854E0C12571CA0028442B?OpenDocument. [Accessed 10 Feb 2016]. [4] IHS Engineering360, Flat belt pulleys, [Online]. Available: http://www.globalspec.com/learnmore/motion_controls/power_transmission/flat_belt_pulleys. [Accessed 15 February 2016]. [5] J. Darling, ME 10010 Solid mechanics 2 Belt Drive Labratory Exercise, University of Bath, 2016. [6] V. R. Chennu, Belt drives types, advantages, disadvantages, 31 October 2015. [Online]. Available: http://me-mechanicalengineering.com/belt-drives-types-advantages-disadvantages/. [Accessed 15 February 2016].

She Walks in Beauty by Lord Byron :: She Walks in Beauty Poem Poetry

She Walks in Beauty by Lord Byron There is a spectacular use of assonance in the first verse here:- look at the rime words night, skies, bright, eyes ... same vowel throughout ... so the whole stanza rimes ababab but assonates aaaaaa this kind of double-effect was highly prized by keats, shelley and Byron, all of whom took the technical side of writing poetry extrememly seriously. Lord Byron describes a night (associated with darkness) with bright stars (light) and compares this woman to that night. She brings together these opposites in her beauty and creates a "tender light." Not a light like the daytime, since he describes that as gaudy (showy in a vulgar way), but a light that "heaven" doesn't even honor the daytime with. Byron's diction in this poem is quite metaphorical. "She walks in beauty, like the night / Of cloudless climes and starry skies" (lines 1-2 ). His use of imagery has allowed us to visualize an atmosphere that surrounds this woman. The imagery he uses also brings together two opposing forces, darkness and light which works quite well together as one united force. We can visualize a dark sky filled bright stars, a perfect picture for an ideal evening, which can be compared to his picture of a perfect woman. This woman, as well as the night, contains opposite features within her. "And all that ¡Ã‚ ¯ s best of dark and bright / Meet in her aspect and her eyes" (lines 3-4 ). The joining of these opposite forces can be associated with internal aspects of this woman. Although this poem begins with a description of a woman walking, there are not any images of her body. Byron continuously refers to her hair and face. These lines work well because they employ an enjambed line as well as a metrical substitution  ¡Ã‚ ª a momentary change in the regular meter of the poem. When poets enjamb a line and use a metrical substitution at the beginning of the next line, they are calling attention to something that is a key to a poem. Here Byron substitutes a trochaic foot (an accented syllable followed by an unaccented one) for the iambic foot at the start of the fourth line. Why? Because he is putting particular emphasis on that word "meet." He is emphasizing that the unique feature of this woman is her ability to contain opposites within her; "the best of dark and bright / meet" in her.

Clearly Canadian Beverage Corporation Inventories Analysis :: essays research papers

Clearly Canadian Beverage Corporation Inventories analysis A.  Ã‚  Ã‚  Ã‚  Ã‚  As a manufacturing company, Clearly Canadian Corporation, which produces and markets natural and flavored beverage products is expected to hold three kinds of inventories. These inventories are carried by Clearly Canadian in every phases (input, processing, output) in manufacturing the beverage.   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Inventories that are held by this company are raw material inventories, working in process inventories, and finished goods inventories. As we know, Clearly Canadian is a beverage company, the raw materials that are needed to make the beverages are natural water, sugar, artificial coloring, etc. While after all the raw materials have been collected, the company will face the processing phase, meaning converting the raw material into finished goods, example: mixing the ingredients. This phase is categorized as working in process inventories. Last but not least, the raw materials that have been processed and ready to be sold in the markets are the finished goods inventories. These are the inventories that Clearly Canadian distributes and sells in United States, Japan, Thailand, Great Britain, etc Conclusion, Clearly Canadian is holds this three inventories throughout the making and selling it’s beverage.   Ã‚  Ã‚  Ã‚  Ã‚   B  Ã‚  Ã‚  Ã‚  Ã‚  After we define the Clearly Canadian inventories above, we know that those inventories are very important for Clearly Canadian, therefore they have to manage it properly. To hold an inventory a company is faced with risks, where it may face some losses too. The risks that clearly Canadian has to handle include storage costs, opportunity costs, peripheral costs, and depreciation costs. For storage costs, the costs in this category are storage charges, storage staff, equipment maintenance, and running costs. Storage charges include rent expense, lighting, heating, refrigeration, air conditioning, etc (Lucey 1988, p.185). The company needs to pay this cost because by holding the inventories it will need storage facilities and supporting staff. Opportunity costs will arise when the company does not choose the best alternative includes interest on capital invested in the stock (Lucey 1988, p.185). The company could have earned interest from the bank if they did not invest the money on these inventories. Supporting costs, which are also call peripheral cost, comes together with the storage cost that comes along with the storage costs. Peripheral cost means the cost that additional cost. Examples Audit, stocktaking, insurance, and security costs. Lastly, depreciation cost is the cost that incurred due to depreciation value of the inventories or maybe damages, which cause invaluable. Those kind of cost are deterioration, obsolescence, pilferage, and vermin damage (Lucey 1988, p.

Fight On

Heritage Hall is filled with retired jerseys, trophies and game balls. Over the past 125 years, Cuss's football team has fielded more Hessian trophy winners than any other school with seven. 37 of its players has been elected and enshrined in the College Football Hall Of Fame. In this hallow hall also stands Cuss's 11 National championship trophies; with its last trophy in 2004. The dim lights enshrined memorabilia and revered site all adds to the game day experience. From Heritage Hall, the next stop is the Grand Old Lady or commonly referred to as ‘The Coliseum†. Outside the Coliseum is the diehard, devoted fan base.At 7 am the parking lot is filled with diehard fans that come early to tailgate prior to the game. As you make your way to the entrance of the Coliseum the spices and smell of perfectly seasoned food attacks your senses. You can't help but notice the camaraderie and friendships formed while the alcohol flows. It is in the parking lot you see the dedication a nd years of loyalty displayed by its fans. In the front row nearest to the stadium stands the most dedicated fan. An older man, scruffy looking stands next to his Winnebago. He is dressed in the traditional garbs for the day.His Winnebago is covered from front to back in Cardinal and Gold; from his speakers blares the schools song ‘Aught On'. Walking by he gives you the greeting of the day ‘Fight on' and talks about the upcoming slaughter that is to commence shortly. Following the steady flow of fans you start to take in the beauty and craftsmanship in the construction of the stadium. The architect spared no expense in the details of this finely designed piece of modern history. At the entrance of this modern Art Deco inspired stadium stands two bronze statues o commemorate â€Å"Olympic Gateway†.Looking around, the stadium features long horizontal lines that flow as smooth as the Mississippi River. The curves and portholes reminiscent of woman's body pay tribute to the old Greek and Roman style. The closer you get to the stadium you begin to hear the roar of the crowd. The stadium trembles as 93,000 Cardinal and Gold clad fans chant and cheer for their favorite football team. Down on the sideline is Tommy Trojan and his majestic white steed Traveler. Next to them is the beautiful USC ‘Song Girls' as they await the team's entrance into the stadium.In the North Tunnel you can see the team walking toward the field. Hand and Hand the players march as one team. U-S-C, U-S-C chants are deafening as they run out onto the field escorted by Tommy Trojan and the Song Girls. Seeing the players trotting onto the field the fans are riled up into a frenzied state. At that moment the Spirit of Troy Marching Band strikes up to the tune of Seven Nation Army. The crowd responds by singing along. You can see the fear in the opponent's eyes as they await their fate. After all the prename festivities, kickoff has finally arrived.Tommy Trojan and Traveler make their way to mid field. His armor is clean, on the brightest day you can see your reflection. With precision and accuracy he swings his blade. His movements are flawless his blade slices thru the air like a hot knife thru butter and with authority he buries his sword deep into the field. It's game time! As the game goes on the crowd is fully engaged. With every tackle, catch; you hear the crowds JOSH and SHAHS. When USC scores a touchdown the crowd becomes chaotic, like animals that has tasted blood and is awaiting the final kill.High fives and hugs are seen around the stadium. It is a good day, from the opening kickoff to the final sound Of the game a USC Game produces on every level. From the history viewed thru the glass at Heritage Hall to the prename festivities at the Coliseum USC Football games are one for the history books. The dedication of an overwhelming fan base; plus the high expectations makes for an outstanding game day atmosphere. The fans, traditions and champi onships makes the University of Southern California Football game the ultimate game day experience.

Communication Methods Essay

There are many groups, which the organisation must communicate with such as internal groups and external groups. A type of communication that may take place would be an oral communication. There are many advantages and disadvantages, an advantage would be that oral communication tends to be faster than written forms this allows interpretation and further discussion. A disadvantage would have to be that it lacks the permanent nature of written communication this means it cannot be stored and referred to later. Oral communication includes a face-to-face meeting like interviews. An advantage of this would be that that it’s quick and saves time than writing out forums. A disadvantage would be oral communication depends on the person listening skills. If the listener is not proactive, the communication exercise fails. Oral communication also includes formal meetings; most face-to-face communication is very structured. Most business meetings are often formal and follow a set agenda. Meetings may have a chairman who decides what will be discussed and who will talk. Often a specific person will introduce a point on the agenda. An advantage is that everyone will know what is going to be discussed in advance. A disadvantage is that formal meetings take time to organise. Another oral communication is interviews were there is a formal question and answer session. They can take place in many different situations. They may be used when applying for jobs. Interviews are normally face-to-face communication. Advantage is both sides can ask questions and detailed questions can be asked. A disadvantage is that information given is not always truthful and interviews sometimes do not always show if the applicant can do the job. Another type of communication would have to be a written communication. An advantage of this type of communication would have to be that it would provide ready records and references. Another advantage would be that it is a permanent mean of communicati on. A disadvantage would be there would be too much paper work and e-mails involved and written communication does not save upon the costs. Written communication includes writing letters, and handing out notices, this includes reports. One type of written communication is letters; this is a very formal way of communication. Advantages of this would be that they are confidential, and provide a hard copy. Disadvantages of this would be that it takes time to write letters and takes time for them to arrive and  for replies to be received. Another type would be a memorandum this type of written communication is a simple note from one person to another. In business it is often written in a formalised way. It will be used when someone wishes to send quick messages to one or more people. Advantages would be that they are very quick to write and send and can also be kept as a record. Disadvantage would be people that is not intended for and cannot be useful for long or complicated information could read it. Another type is notice; these are used when a message needs to be sent to a number of people. Notices are formal, most times they are informal. They give information about social events. An advantage is that everyone can see the message, and many people can receive it at the same time. A disadvantage would be it is not confidential and most people may not bother to read it. Records are used to give information about something that has been researched or investigated. They are used in different situations. An advantage would be the formal way of presenting reports means that the reader can easily follow the points being made. Disadvantage would be that they take a long time to research and write. One last type of communication would be electronic communication. This kind of communication could lead to quite a few problems; such as the system could be hacked into therefore important information would be lost this would be a disadvantage. There are advantages of this kind of communication they are simple to use and more and more people are beginning to use the e-mailing system etc. E-mails are the process of using computer networks as a postal system. Data is created on one computer and then is transmitted. An advantage is it can be used to send a wide variety of types of message. A disadvantage is that the sender and receiver must have computers and software that is compatible. Public address is a system that uses microphones and electronically systems to warn about fires. An advantage would be staff could usually hear the message wherever they are in the building. A disadvantage is that if they are used to often staff will stop paying attention. Telephones have been used in business for internal communication. An advantage of this would be that the communication is very quick and telephones allow people to talk to each other. A disadvantage of this would be there is no written record, although telephone conversation  can be record. Another disadvantage would be cost of mobile phones are very high. Fax machine converts pictures and text into electronic pulses which are then transmitted by telephone to another fax machine. Fax machines are less popular because emails can be used instead. An advantage of this would be communication is quick and documents can be sent and received. A disadvantage is it is slower compared to emails. Tele-conferencing is when large business operates on different sites around the country. It’s difficult to get together so they make video calls; this allows them to talk to each other. An advantage would be its much quicker and usually cheaper than bringing people together. An disadvantage wo uld be that these systems are expensive to set up, meeting are more difficult to control because people are in different places.