Suchergebnisse

The Argentine Air Force (AAF) has undertaken the task of reviewing its logistics doctrine with the aim of supporting its mission on the basis of better-designed resource structures. The adequate sizing of logistics support is essential to obtain the desired military capability, while optimizing resource use. A decision support tool tailored to the AAF environment is needed to size that logistics support. This research developed a mathematical logistics model to evaluate the mean number of aircraft that can be restored in a given time interval between consecutive sorties, for a given maintenance resources mix and base physical geometry. This maintenance resources evaluation technique (MRET) uses an analytical methodology to estimate the expected parameters of the unscheduled down time distribution. These parameters are then used in a Monte Carlo simulation of the user-defined network of scheduled and unscheduled maintenance tasks necessary to launch aircraft sorties. The MRET, although not externally validated, performed successfully during the verification process conducted in this research. Programmed on a spreadsheet, the MRET combines a high response speed with a moderately detailed description Qf the operations and logistics scenario. These characteristics make the model suitable for the AAF environment.

An educational and applied research project, Street Tree Resource Evaluation and Education Trust (STREET), was conducted to train Master Gardener volunteers to identify and inventory Bucyrus street trees, to educate city government and citizens on street tree benefits, to secure funding and city approval for new street tree planting, and to compare citizen and landscape contractor tree planting by tree planting depth. Outcomes of STREET included: identification and inventory of 1,797 street trees, grant funding of $5000, 194 new trees planted, and citizen tree planting depth higher than tree professionals.

"K/UR-100." ; "December 31, 1979." ; Includes bibliographical references (leaves 55-56). ; Prepared for the U.S. Department of Energy, Assistant Secretary for Resource Applications, Grand Junction Office, Colorado under U.S. Government Contract ; Mode of access: Internet.

This study provides empirical patterns regarding trans people's self-esteem-oriented reflections during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil our aims. We adopt Rawls' political philosophy framework in order to evaluate whether trans people's self-esteem-oriented concepts might be enhanced by policy makers' positive actions. The study does find that trans people's self-esteem and self-respect are enhanced by policy makers' positive actions to promote inclusivity in the workplace. Due to these actions trans people feel more accepted, valued and trusted by the government. We suggest that if a workplace policy is perceived to be recognizing trans people's worth this may be internalized, resulting in positive self-evaluations by trans people. In addition, we present empirical patterns from HR departments which have been aware of the workplace guide. HR officers suggest that the workplace guide informs their strategies, and positively affects the creation of a more inclusive workplace culture, the corporate profiles of their firms and staff organizational behaviours (such as, achieving results, fostering collegiality, reducing complaints) and addresses LGBT business and trans staff-members' needs. We suggest that if employers adopt policy makers' positive workplace policies aiming to increase inclusivity, they may be able to realize positive organizational outcomes in their firms.

This study provides empirical patterns regarding trans people's self-esteem-oriented reflections during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil our aims. We adopt Rawls' political philosophy framework in order to evaluate whether trans people's self-esteem-oriented concepts might be enhanced by policy makers' positive actions. The study does find that trans people's self-esteem and self-respect are enhanced by policy makers' positive actions to promote inclusivity in the workplace. Due to these actions trans people feel more accepted, valued and trusted by the government. We suggest that if a workplace policy is perceived to be recognizing trans people's worth this may be internalized, resulting in positive self-evaluations by trans people. In addition, we present empirical patterns from HR departments which have been aware of the workplace guide. HR officers suggest that the workplace guide informs their strategies, and positively affects the creation of a more inclusive workplace culture, the corporate profiles of their firms and staff organizational behaviours (such as, achieving results, fostering collegiality, reducing complaints) and addresses LGBT business and trans staff-members' needs. We suggest that if employers adopt policy makers' positive workplace policies aiming to increase inclusivity, they may be able to realize positive organizational outcomes in their firms.

This study provides empirical patterns regarding trans people's self-esteem-oriented reflections during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil our aims. We adopt Rawls' political philosophy framework in order to evaluate whether trans people's self-esteem-oriented concepts might be enhanced by policy makers' positive actions. The study does find that trans people's self-esteem and self-respect are enhanced by policy makers' positive actions to promote inclusivity in the workplace. Due to these actions trans people feel more accepted, valued and trusted by the government. We suggest that if a workplace policy is perceived to be recognizing trans people's worth this may be internalized, resulting in positive self-evaluations by trans people. In addition, we present empirical patterns from HR departments which have been aware of the workplace guide. HR officers suggest that the workplace guide informs their strategies, and positively affects the creation of a more inclusive workplace culture, the corporate profiles of their firms and staff organizational behaviours (such as, achieving results, fostering collegiality, reducing complaints) and addresses LGBT business and trans staff-members' needs. We suggest that if employers adopt policy makers' positive workplace policies aiming to increase inclusivity, they may be able to realize positive organizational outcomes in their firms.

The main goal of this task is to characterise the availability of biomass and their source location in respect to two specific magnesite production plants, i.e. GM's and MAGNA's that are located at Chalkidiki (Greece) and Esteribar Valley (Spain) respectively. Different resources were evaluated in order to provide multiple bio-fuels sources and provide flexibility to the operators of the plants. The availability of local, low-cost solid biomass resources (e.g. forest, agricultural & agro-industrial residues, etc.) was evaluated for the GM and MAGNA sites respectively. The evaluation was performed through the collection of regionally-specific data on current forest, agricultural and agro-industrial residues. Factors affecting the biomass availability, such as alternative uses, sustainability requirements, relevant legislation and support measures and socio-economic issues were taken into account. Cost estimates were made after the formulation of simplified logistic models and compared with the local biomass prices or prices for internationally traded biofuels (e.g. wood pellets). Fuel analysis for specific biomass samples were performed in order to better evaluate their suitability as fuels in the kilns and to be used for other Tasks in the framework of BAMBOO project including CFD simulations and demonstration activities in the aforementioned industrial plants.