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THE most difficult problem in an analysis of a split axle type of undercarriage is the proper division of the moments which must be carried by the axle and radius rod…
THE most difficult problem in an analysis of a split axle type of undercarriage is the proper division of the moments which must be carried by the axle and radius rod. These moments are due to wheel overhang and braking torque. It has been found that most of the methods so far devised have resulted cither in a mass of very ponderous calculations based on strain‐energy or, owing to simplifying assumptions, in an erroneous answer. The correct and probably the easiest way is to resolve these external moments into and normal to the plane of the axle, radius rod, and hinge line (hereafter called the plane of the “vee structure”). In order to avoid finding the complicated and numerous equations of a line normal to this plane, and of lines in this plane normal and parallel to the hinge line, as well as equations of the resultant loads and moments required for resolution, the method of rabattément has been developed.
Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.
Claims that people with autism spectrum disorders (ASD) are overrepresented in offending populations and are more likely to commit crimes than others are explored in this…
Claims that people with autism spectrum disorders (ASD) are overrepresented in offending populations and are more likely to commit crimes than others are explored in this review. Evidence to date makes these claims difficult to substantiate, although methodological difficulties make this area particularly challenging. ASD does not appear to account for a large number of crimes in society, though certain characteristics may render those on the spectrum vulnerable to offending. Comorbid psychiatric conditions such as depression and psychosis, when present in a person that additionally has ASD, are important risk factors. Once in the criminal justice system, people with ASD are often misunderstood and open to bullying. Very little is known about what treatment programmes are effective for offenders in this population. This review summarises some of the important studies in this field.
THE article derives expressions for the position of the neutral axis and the failing moment of resistance of symmetrical and unsymmetrical I‐sections and channel sections…
THE article derives expressions for the position of the neutral axis and the failing moment of resistance of symmetrical and unsymmetrical I‐sections and channel sections, angles, solid circular sections and thick and thin tubes for materials for which the stress‐strain curve is non‐linear and is different in tension and compression.
PLACED DURING FEBRUARY Aircraft Conversion: Westland Aircraft Works, Yeovil. — Aircraft Repairs and Alterations: Short Bros. (Rochester & Bedford), Ltd., Rochester…
PLACED DURING FEBRUARY Aircraft Conversion: Westland Aircraft Works, Yeovil. — Aircraft Repairs and Alterations: Short Bros. (Rochester & Bedford), Ltd., Rochester.—Aircraft Spares: Armstrong Whitworth Aircraft, Ltd., Coventry; Blackburn Aero. & Motor Co., Ltd., Brough; Bristol Aeroplane Co., Ltd., Bristol; Eairey Aviation Co., Ltd., Hayes, Middlesex; Hawker Aircraft, Ltd., Kingstone‐on‐Thames; A. V. Roe & Co., Ltd., Manchester; Vickers (Aviation), Ltd., Weybridge.—Batteries: Batteries, Ltd., Redditch; Britannia Batteries, Ltd., Redditch. — Direction Finders: Marconi's W/T. Co., Ltd., Chelmsford. — Engines, Aero, Repair of: Armstrong Siddeley Motors, Ltd., Coventry.—Engines, Aero, Spares: Bristol Aeroplane Co., Ltd., Bristol; British Thomson‐Houston Co., Ltd., Coventry; D. Napier & Son, Ltd., London, W.; Rolls‐Royce, Ltd., Derby.—Fabric, Linen: Falls Flax Spinning Co., Ltd., Belfast.—Indicators, Air Speed: Korect Depth Gauge Co., Slough.— Nippers: Wynn‐Timmins & Co., Ltd., Birmingham.—Nozzles, Delivery: Zwicky, Ltd. Slough.—Oil Fuel: Asiatic Petroleum Co., Ltd., London, E.C.—Shear Legs: Taskers of Andover (1932) Ltd., Andover.—Suits, Flying: G. Glanfield & Son, Ltd., London, E. —Switchgear: Ferguson & Pailin, Ltd., Manchester.—Trailer: J. Brockhouse & Co., Ltd., West Bromwich.—Tyres: India Tyre & Rubber Co., Inchinnan.—Tyres and Wheels, Aero: Dunlop Rubber Co., Ltd., Birmingham; Palmer Tyre, Ltd., London, E.
This paper critically examines the influence of information technology (IT) on women’s career structures. Globalization is forcing an increasing inter‐dependence of…
This paper critically examines the influence of information technology (IT) on women’s career structures. Globalization is forcing an increasing inter‐dependence of radically re‐engineered labour forces and the further “internal” exploitation of the internationalization of the dual labour market many women have endured. The global trend is towards further fragmenting a shrinking, gender‐based set of career opportunities and creating an increasingly marginalized, part‐time, “pink collar” labour force, associated with the putative revolution of the tertiary sector transforming out of industrial, manufacturing economies. The implications of the emergence of a “pink collar” labour force largely go unexamined. The much heralded argument that IT will transform “coercive” organizational structures and work practices needs, yet again, to be critically examined in the context of the further destruction of professional opportunities for women in radically re‐engineered public sectors, aggressively “micro‐economized” labour forces and rapidly dissipating organizational and social contracts.
This article aims to shed more light on seemingly contradicting labour market outcomes of lesbians: they were found to have similar unemployment rates as straight women…
This article aims to shed more light on seemingly contradicting labour market outcomes of lesbians: they were found to have similar unemployment rates as straight women but their unemployment spells are significantly shorter. No such contradiction is observed for gays who seem to have on average a higher unemployment rate and longer unemployment spells compared to straight men.
The main hypothesis is that lesbian and gay employees spend ceteris paribus shorter time working for a given employer (employer tenure) than comparable straight people. This hypothesis is tested on EU Labour Force Survey data using multi-level regression model.
Consistently with the predictions, lesbians and gays were found to have significantly shorter employer tenure than their straight counterparts. These differences remained significant after controlling for individual, workplace and occupational characteristics. The results suggest that shorter employer tenure of lesbians and (possibly) gays is driven by labour demand factors.
To author's knowledge this is the first large-scale quantitative study that compares the employer tenure between lesbians, gays and comparable heterosexuals. The study provides additional insight into mechanisms that lead to (lack of) differentials in unemployment probability between these groups.
HARD as is the lot of the landplane designer, that of the bold spirit who essays the difficult task of producing efficient seaplanes is infinitely harder.
Changes in employment contracts and the provision of occupational pension schemes together with the Employment Equality (Age) regulations are likely to impact on the…
Changes in employment contracts and the provision of occupational pension schemes together with the Employment Equality (Age) regulations are likely to impact on the psychological contract between employers and employees. This paper aims to investigate the potential nature of this impact.
The role of DB and DC pension schemes are examined. The psychological contract, e.g. the employer's promise to the employee of a certain pension outcome in return for long‐term loyal service and sense of loyalty and commitment, have prompted employers to rethink.
DC pensions do not reward workers who have risen through an organisation in the same way as DB schemes and are generally less expensive. It is argued that employers have shifted their emphasis from the relational component of the psychological contract to the transactional. In contrast with the difficulties that the Regulations may create for employers, they provide greater flexibility and choice to those who, for whatever reason, wish to remain in employment, at least until the age of 65.
This paper was compiled through a literature review and the authors' own knowledge of the subject and will be of interest to those in business.
Having discussed the growth and current status of company occupational pensions and the claimed role of pension provision in fostering employee loyalty to an organisation…
Having discussed the growth and current status of company occupational pensions and the claimed role of pension provision in fostering employee loyalty to an organisation, this paper reports the findings of a research study that investigated employees’ perceptions of these types of pension scheme, a perspective that has hitherto been somewhat neglected. The findings show that, although employees had joined a company scheme largely automatically as a concomitant of employment, their current assessments of, and concerns about, different aspects of occupational pension schemes are framed in more nuanced, instrumental and individualistic terms: the attractive features of these schemes are not so much those that provide security for the employee as “breadwinner” and their dependants as those that offer a cost‐effective way for the individual to build up a fund for their own, possibly early, retirement. Company pension schemes are seen more as contingent private transactions than as part of long‐term stable commitments by and to an employer. On the basis of this evidence, it is argued that, if the employer is perceived as merely one possible pension provider among many, any link between pension provision and employee loyalty or commitment, a link that was always tenuous, is extremely fragile.