Search results

Using organizational theory as a lens, in this chapter, the author critiques the neoliberal rationality in which the national and international ranking systems take precedence over the institutional missions and visions in institutional operations. The author argues that these essentialized ranking systems overlook the necessary diversity and uniqueness of institutions in the higher education system. The author outlines the potential role of mission statements in setting the institutional priorities, and the unnecessary pressure caused neoliberalism against such priorities. The implications of such imperatives for quality in various academic practices are identified and the unfairness of coercive isomorphism in higher education is illustrated. The author then proposes a spatial approach in which universities, nationally and internationally, can appreciate diversity in identity and work together, drawing from each other’s strengths to strengthen the higher education system that will support students and promote national economies.

Many additively manufactured parts suffer from reduced interlayer strength. This anisotropy is necessarily tied to the orientation during manufacture. When individual features on a part have conflicting optimal orientations, the part is unavoidably compromised. This paper aims to demonstrate a strategy in which conflicting features can be functionally separated into “co-parts” which are individually aligned in an optimal orientation, selectively reinforced with continuous fiber, printed simultaneously and, finally, assembled into a composite part with substantially improved performance.

Several candidate parts were selected for co-part decomposition. They were printed as standard fused filament fabrication plastic parts, parts reinforced with continuous fiber in one plane and co-part assemblies both with and without continuous fiber reinforcement (CFR). All parts were loaded until failure. Additionally, parts representative of common suboptimally oriented features (“unit tests”) were similarly printed and tested.

CFR delivered substantial improvement over unreinforced plastic-only parts in both standard parts and co-part assemblies, as expected. Reinforced parts held up to 2.5x the ultimate load of equivalent plastic-only parts. The co-part strategy delivered even greater improvement, particularly when also reinforced with continuous fiber. Plastic-only co-part assemblies held up to 3.2x the ultimate load of equivalent plastic only parts. Continuous fiber reinforced co-part assemblies held up to 6.4x the ultimate load of equivalent plastic-only parts. Additionally, the thought process behind general co-part design is explored and a vision of simulation-driven automated co-part implementation is discussed.

This technique is a novel way to overcome one of the most common challenges preventing the functional use of additively manufactured parts. It delivers compelling performance with continuous carbon fiber reinforcement in 3D printed parts. Further study could extend the technique to any anisotropic manufacturing method, additive or otherwise.

The purpose of the work is to provide a comprehensive review of the digital image correlation (DIC) technique for those who are interested in performing the DIC technique in the area of manufacturing.

No methodology was used because the paper is a review article.

no fundings.

Herein, the historical development, main strengths and measurement setup of DIC are introduced. Subsequently, the basic principles of the DIC technique are outlined in detail. The analysis of measurement accuracy associated with experimental factors and correlation algorithms is discussed and some useful recommendations for reducing measurement errors are also offered. Then, the utilization of DIC in different manufacturing fields (e.g. cutting, welding, forming and additive manufacturing) is summarized. Finally, the current challenges and prospects of DIC in intelligent manufacturing are discussed.

Work-life flexibility policies (e.g., flextime, telework, part-time, right-to-disconnect, and leaves) are increasingly important to employers as productivity and well-being strategies. However, policies have not lived up to their potential. In this chapter, the authors argue for increased research attention to implementation and work-life intersectionality considerations influencing effectiveness. Drawing on a typology that conceptualizes flexibility policies as offering employees control across five dimensions of the work role boundary (temporal, spatial, size, permeability, and continuity), the authors develop a model identifying the multilevel moderators and mechanisms of boundary control shaping relationships between using flexibility and work and home performance. Next, the authors review this model with an intersectional lens. The authors direct scholars’ attention to growing workforce diversity and increased variation in flexibility policy experiences, particularly for individuals with higher work-life intersectionality, which is defined as having multiple intersecting identities (e.g., gender, caregiving, and race), that are stigmatized, and link to having less access to and/or benefits from societal resources to support managing the work-life interface in a social context. Such an intersectional focus would address the important need to shift work-life and flexibility research from variable to person-centered approaches. The authors identify six research considerations on work-life intersectionality in order to illuminate how traditionally assumed work-life relationships need to be revisited to address growing variation in: access, needs, and preferences for work-life flexibility; work and nonwork experiences; and benefits from using flexibility policies. The authors hope that this chapter will spur a conversation on how the work-life interface and flexibility policy processes and outcomes may increasingly differ for individuals with higher work-life intersectionality compared to those with lower work-life intersectionality in the context of organizational and social systems that may perpetuate growing work-life and job inequality.