Reflective Essay on Engineering Experience

Reflective Essay on Engineering Experience Introduction CE 3.1Â  It was during my second semester of Masters for Mechanical Engineering in UNSW, my father decided to lay the foundations of our new house back in Pakistan. I requested my father to refrain from hiring a contractor to install central air conditioner. The trigger being the fact that I had learnt fundamentals of Heating, Ventilation and Air Conditioning (HVAC) during my Bachelors of Mechanical Engineering and I wanted to gain some more knowledge in my Masters degree, only to design my own HVAC system in my newly built house. I studied Refrigeration and Air Conditioning (RAC) in UNSW, Sydney in the same time and completed a project under Professor Dr. Chris Menictas. Background CE 3.2 The day is still vivid clear in my mind. I was in sixth grade when my father had to throw food in the bin as it went stale due to broken fridge. The technician came in to fix the black round box (later I learnt it was a compressor) I welcomed him with lots of annoying questions. He was patient enough to quench my thirst of questions and before leaving he handed me out a mini booklet which was nothing less than a wonderland. The book taught me about the essentials and importance of Refrigeration and how our life is predominantly dependent on it. The curiosity and drive to know more about it landed me in my Bachelors degree of Mechanical Engineering as the prospectus was full of the RAC (Refrigeration and Air Conditioning) course insights. Since then, I had never looked back and grew more confident to fit air conditioning system in my home. UNSW is rated amongst the top ranked universities around the globe. State of the art laboratories and updated softwares always give you an added advantage over your peers. Blessed enough to widen my engineering horizons in UNSW, I came across an RAC software named as CAMEL which trimmed my engineering skills in a positive way. I would sit in the laboratory and play with it for hours to pick up my game and I did very well as in the same course I was honored to head a project and perform heating and cooling load calculations of a newly constructed building composed of two floors divided into two zones upper zone , Z1 lower zone Z2. Nature of Project CE 3.3 This project included the calculation of heating and cooling load of two story building. The calculations were done manually and through famous load calculation software known as CAMEL. Furthermore, it also included different suggestions and techniques on how load reduction can be achieved in the apartment through variations in apartments structures. Objective of the Project CE 3.4 The overall objective of the project was to get real life experience related to load calculations of practical situations. Latent and sensible load had to be calculated including all the real-world possibilities and safety factors. In this project, the calculations of heating and cooling loads of a newly built building are performed. The building comprises of two floors. Ground floor has three sections and first floor has two sections. VRV (Variable Refrigerant Volume) units as air-conditioning were chosen for each level. Other than this, a couple of suggestions were made on reduction of load and increasing the air-conditioning capacity. Nature of My Particular Work Area CE 3.5 In this project, I was acting as the team lead role. I was responsible for several tasks of which some are listed below: I performed initial readings for the project I coordinated between my professor and team members. I was responsible for project planning and progress tracking. I calculated the loads of ground floor through manual calculation. I compared the manual results to the results of CAMEL software. I compiled the report and made technical presentation The way I implemented my project and people management strategies, led my team mates follow in the same footprints to lead their own projects. The chain reaction feed back of developing leaders came to me as a joy and I take pride in it. CE 3.6 Organizational Structure Personal Engineering Activity CE 3.7 First, I divided the project into four major parts and summoned a meeting of my other team members to designate their duties. I made a report on Primavera to set deadlines for the project. One partner was allocated the load calculation of first floor, one was assigned to do software simulations on CAMEL and last one had to make suggestions on how to decrease the load through changes in structures of home. I emailed all of this to my professor too. CE 3.8 To calculate the load manually, I had to use the manual DA-09 to get all the values related to the correction factors, transmission coefficients, absorptivity, reflectivity. My supervisor helped me in understanding how to use the manual. CAMEL was a new software for all of us. So, there were two lab sessions designed to familiarize ourselves with software. Supervisor helped us with all the basics of the software. To get good experience of using it I decided to arrange meetings of all group members so that we could sit together and learn as much as we could through the tutorials and knowledge of individuals. These meetings also helped to understand the manual DA-09, which was very important. As for the most of the calculations we had to get data from the manual. At weekends, every group member had to present the work done during the week. It helped in keeping the track of the progress. These informal meetings helped to keep the harmony and understanding among the group members. If someone was lagging, he was encouraged and helped if required. CE 3.9 I kicked off with the first tier which was research on internet and read books and discussed it with my professor. My major job was to calculate heating and cooling load of ground floor. I researched the major factors of heating a certain place. I made a complete list of them and started with calculations on each of these things. I also made a list of assumptions and the design parameters we already have from our professor. CE 3.10 The second most important task was to know the structure of ground floor. This was already provided to us by our professor. Below is the table which contains all the required data to calculate the loads of the ground floor. CE 3.11 Calculations followed next. The first calculation was of heat gain through each component of the room i.e. floor, roof, walls, windows, electric appliances, doors, glass walls etc. The basic formula used to calculate heat gain through glass windows is given below. Area * Q (w/m2) * correction = Heat gain Solar heat gain is represented by Q. And every glass window has its own correction factor. These values were taken from the manual DA-09. This formula was used for every glass component which was facing sunlight directly. Sample calculations for the glass on west and north are given below: Table 1: Solar heat gain through reference glass (w/m^2) Table 2: Solar characteristics and glass factors West: 2 * 0.9 * 1.2 * 470* 0.94/0.85= 1122.7 W (2 windows .9 x 1.2 m each 0.85 cooling coil efficiency) North: 2* 0.9 * 1.2 * 85 * 0.94/0.85=203.04 W The values of solar heat gain and correction factors were taken from the table 1 2 respectively. CE 3.12 The next part was to calculate solar and transmission gain through walls and roof. Now the equation for heat transfer through the wall is: Q = (Area) * (Equivalent Temperature Differences) * U Here, U represents transmission co-efficient and the value for transmission co-efficient for the material was taken from the manual. Sample calculations for the transmission gain through West, North and South walls are given below. Values for U and Equivalent temperature difference are taken from Table 3 4. Table 3: Equivalent temperature difference (C0) Table 4: Transmission coefficient U-masonry walls (W/m2C) West: 18.84 * 12.8 * 2.01 = 484.71 w North: 12.84 * 16.1 * 2.01 = 415.51 w South: 12.71 * 6.7 * 2.01 = 171.165 w Total Solar and transmission through walls is 1071.385 w CE 3.13 Transmission gain through partitions between different rooms on ground level, doors, glass walls, floor, ceilings were also calculated for correct estimation of the total load. Transmission coefficient for each surface was different due to their material and was taken directly from the manual. Area and temperature difference of each surface was calculated before calculating heat gain. CE 3.14Temperature of the car park was more than the temperature on the ground level so heat was to be transmitted through the floor. To calculate this, I simply calculated the temperature difference, transmission coefficient of the floor and area. For ceiling, because the temperature is the same on the both sides, so, there was no heat transmission through ceiling. CE 3.15 The next part is to calculate the internal heat due to people present in the room. Number of people, diversity factor and heat gain from people was used to calculate the sensible heat gain through people. I used the following equation for this. Q = no of people * diversity factor * heat gain from people It was assumed that the number of males and females were equal. Metabolic factor for the female is 0.85male. Diversity factor and heat gain from people were taken from the manual. CE 3.16 The next step was to calculate the heat from the light sources on the ground floor. Different assumptions were made on the area of ground floor that how much light intensity would be needed. Then based on this light intensity the heat from the lightening sources were calculated. The equation used for this purpose was. Q = Area (m2) * 20 (watt/m2) * diversity factor * storage load CE 3.17Now the next step was to calculate heat generated from different appliances in the room. We had to assume all the devices that can be present in a generic apartment. These include coffee maker, dishwashers, refrigerators and stuff like this. Manual was to take the value of heat gain for different appliances. A range of different appliances was included in the manual. Based on these things the load calculation was done. Similarly, calculations were made about the food being cooked in the kitchen. Safety factor of 5% was used while calculating the total sensible heat from all the sources to tackle any mistake while calculating the load CE 3.18 Internal load had two components; sensible, latent. After calculating total sensible heat, I calculated the total latent heat as well. Safety factor of 5% was used for the total latent heat. After the heat gain was calculated from different resources I had to add these values and calculate the end results. Below tables show the end results of these values. Zone 1 represents the ground floor. CE 3.19 After calculating the total heat gain in summers, all the calculations were repeated using the conditions for the winters and heat loss was calculated for all individual components. Which was in the added up to get the total heat loss in winters. Qs represents the heat gain in summers and Qw represents the heat loss in the winters. Table 5: Results for zone1 (sensible and latent heat) CE 3.21 Now next step was to compare the results of these with simulation results. Me and my colleague compared the results. There was a little bit of difference in the results. This was since CAMEL is advanced software and it accounts for every little thing. Manual calculations are very long process and there is always a little chance of error in it. CE 3.22 To suggest any structural changes in the building for the reduction of overall load, I added different features in the structure i.e. added shades on the windows, reduced the windows area, used different partition materials and wall thickness. I used the CAMEL simulation to see the effect of these changes. By changing some of these parameters I could reduce the load to some extent. Summary: CE 3.23 The day I completed this project I called my dad and asked him to send me blue prints of the house. I started comparing my experimental calculations with my house loads to procure optimum ventilation system components. After three weeks of hard work, I installed the system in my house. I think for me it was nothing less than pulling off a miracle. Starting off with the HVAC basics book, given by the technician to the HVAC course in my Bachelors, then earning a Masters degree and finally ending up designing my own HVAC system based on those heating and cooling calculations reference was nothing less than a dream come true. I really do feel proud of my efforts. So, I would like to conclude by saying that this project helped me achieve my goals to speak of which, as of now, I am on a video call with my dad back in Pakistan who is sitting in that comfy room.

Globally United Way Analysis SWOT and PEST

Globally United Way Analysis SWOT and PEST Curtin University Marketing for professional practice 300 Client Briefing of United Way BACKGROUND Globally United Way was founded in 1887 in Denver, Colorado in the USA. It is a non-profit organization founded by five people a Denver woman, a priest, two ministers and a rabbi to distinguished the welfare problems and get suitable actions in their city. They assembled to get solutions of problems and connected with welfare societies and make organization to collect funds for local charities and coordinate wellbeing services. United way doing works on providing caring power and create better lifestyle for people. In 1986, United Way WA was established twenty eight years ago by a group of Perth businessmen in Western Australia Inc to growing requirements of society and increasing charitable requests. They developed a 12 months pilot program in July 1988 they begun full operation of United Way. The United Way do struggle for providing better opportunities to improve the lives of societies by fulfill their basic needs so they mainly concentrate on three fields EDUCATION, HEALTH and INCOME because these three fields play an important role in society. Quality education helps the youth to achieve good knowledge and skills so students will get suitable jobs and enough income for fulfill the basic needs of their families. United Way WA also created so many activities in Health sector, they works to improve health services by caring to individuals and organizations(A 50-Year History of United Way and Toronto-the-Giving; the Citys Needs and Generosity Have Both Grown over the Decades 2007). MILESTONE ACCOMPLISHMENTS Community Engagement United way WA has more focus on corporate social responsibilities towards the society so they involved in communities to find and understand the problems of community and take appropriate steps to solve these problems and provide help to community. Customer relations Management United Way create relationships with their customers and they always concern about the demands of their customers then they fulfill the needs of people and helping families and individuals become financially stable and independent. Unique position for philanthropy United Way wants to involve in particular social activities of Western Australia. In this way they do works to improve health and welfare services to give better lives of society. They make better lives with solving social problems and advance the career of people of society and individual(Anonymous 2011). MAJOR SPONSERS OF United Way WA Corporate Donations Corporate Partner organizations make important annual lump sum donations. Workplace Giving an licensed Australian Tax Office program where employees make a donations from their pay and receive an immediate tax deduction. Corporate volunteering a program where teams of employees from our corporate partners volunteer for a specific project at a local community organization such as painting, gardening or mentoring. Other ways to collect money for United Way: They are store some other events such as casual dress Fridays, Football competitions, Easter food hampers and adopting and funding special projects in the workplace. These Sponsorship Agreements provide funding to projects from origin to end. United Way has the reputation, resources and relationships on a worldwide scale so it is not simple to handle such a largest privately funded non -profit organization because of this the partners and sponsors of United Way contribute their ideas, skills and volunteering power more than money in the projects(Smith 2005). VOLUNTEERING WITH UNITED WAY WA United Way WA enhance their activities in education, income and health for individuals and society but they do not handle these three areas alone so they have 2.6 million volunteers and 9.6 million donors for creating and improving the lives of communities. They bring changes to make societies better. Corporate connect (Team volunteering) In the team volunteering they make small groups up to twenty people to handle the projects from origin to end they collect the information about the needs of societies then they safely improving and fulfill the basic needs of societies. Education volunteering They provide education to children of communities and children have the opportunity to reach their potential with quality education. It is improving the literacy rate and volunteer opportunity. They works in groups who are agree to spend one hour, one day or one year during school. They enroll in those activities who supporting to the children in reading, coaching, and create a differences and make strong decisions in their lives. Skilled volunteering They put their good efforts, knowledge, talent and skills to improve the communities and increasing the capacity of people for better results. WORKS OF UNITED WAY WA Give Volunteer Advocate Give -This means donate something to open your heart in United Way WA. By providing some part of earning to fulfill the needs of common people and make a wellbeing community. There are easy ways to give some money to organization, people can directly transfer money from their earning to United Way it will be tax free and they will be give regular updating of money where and when it is used. Volunteer United Way WA provide volunteering to people because anyone put their skills and knowledge to improve the lives of community. They have a opportunity works in groups, who spend their time to help and improve the communities. Advocate United Way has lots of programs for improving the community through their supporters skills, knowledge, talent and experience and they provide better lives to society(Jean C 1986). ORGANISATIONAL OVERVIEW In Western Australia United Way existence some twenty eight years ago, concerned about needs of society and increased charitable requests, In west Australia it is established in 1986 by a group of Perth businessman they develop a 12 months pilot program then begun full operations of United Way in July 1988 and to supply more than $16 million everywhere in Western Australia. United Way performs at a National level They have large networks toward Australia with offices in Sydney, Melbourne, Queensland, Ballarat, Glenelg, Central Coast, Perth and South Australia. They hold over 3400 volunteer who invest $6million in the community project in the country for improving the lives of 18,000 Australians. United Way perform at a International level This organization established 125 years ago in Denver, Colorado in the USA by five people a Denver woman, a Priest, two ministers and a rabbi to identify the welfare problems and take cooperation actions to solve these problems in their city. They got together plan the first united campaign for ten health and welfare agencies and make organization to get funds for local charities for coordinating wellbeing services. Denver created a movement by increased $21,700 and spread over the country to become a United Way in that year. United Way concentrated on to assemble the caring powers of societies and create a difference in lives of people. Nowadays United Way spread in forty-one countries and territories, they increase $5 billion in a year for local communities nearly by 1800 communties. MISSION To enhance the lives of societies in Western Australia they take care of all aspects of life by mobilizing and take good steps to provide better lives of societies. Energize and inspire people to make a difference; Provide meaningful opportunities to individuals to realize their potential; Increase investments in our community by expanding and diversifying our own resource and fundraising efforts and supporting those of others; Ensure our investments have recognizable impact; Strengthen the United Way movement and Brand at the local and national levels. VALUES OF UNITED WAY Demonstrate trust, integrity, transparency, inclusivity and respect; Measure, communicate and learn from the impacts of our efforts; Endorse innovation, partnerships and collective action; Encourage and promote volunteerism and volunteer leadership; and Embrace diversity(Gracie Bonds 2008). CHALLENGES FACES BY NON- PROFIT ORGANIASTIONS These all are major issues faces by non-profit organization in 2012.They have lots of difficulties with business structure. First of all, Economic Unrest- After the 2008 people are not willing to donate money in the non-profit organization in this way they lose their funds but the needs of services raised, it is big issue resource problem in economy. Leadership Succession- Non-profit organization has intelligent leaders for participating in the growth of sector annually, but some of the leaders find a difficulty to make a plan for strategy of business to improve the welfare programs because of this they do not get success in their plans. Change Management- Most of the non-profit organizations face this big challenge in their business, because they change their structure of business such as selecting members of board, using volunteers, remain with their resources. CHALLENGES FACES BY UNITED WAY WA Losing Donor: It is an important part of United Ways programs so they are not concentrate on their business structure in this way they lose their donors day by day. Strategic philanthropy: Most of the Companies moving to strategic philanthropy approach. Overreliance on Old economy business: United Way mostly dependent on old economies business in this way they do not follow advance techniques to handle their business. Large trust gap: In this business has a large trust gaps toward age groups in this way they faces some challenges in their business because they have different age groups of employees and they do not pay well attention on their works. Low public trust: They have low public trust compared to other large non-profit organizations it is one of the important reasons go their business down. (Beatty 2007). SWOT SWOT is known for Strengths, Weaknesses, Opportunities and Threats in the organizations SWOT of United Way WA Strengths Strengths always give ability to achieve the organizations mission. It can be perceptible and imperceptible. Funding is strength of United Way. It is a Public Ancillary Fund include DGR Item 2 Status. These funds are links between donors and organizations, who can receive tax deductible donations as deductible gift recipients (DGRs). Ancillary funds are two types-private ancillary funds and public ancillary funds. Weaknesses- Weaknesses are the properties that prevent the organizations from their achievements of mission and full potential. Weaknesses are presents in United Way like 20% of children are not preparing to go school in their early year, other weakness is Homeless Coalition means there are lack of permanent place of residence in the organization. Opportunities Opportunities are defined by the environment and works of organization. United Way have so many opportunities such as grant, exemptions and tax deductions, these all collect by donors and government. Threats Threats are difficult condition of united way because this will affect the economy of business such as funds, donations and charities. It happens when external environment conditions threat the profit of organization. PESTLE ANALYSIS Pestle analysis gives the information of whole situation of business .It includes political, social, economic, technical, and legal and environment factors. Political factor This factor effect the economy of non-profit organization because its find out that areas which effected by government such as new tax and duty which change the whole revenue structure of organization, these includes tax policies, fiscal policy, trade tariffs. Economic factor This factor identify the economic performance of non-profit organization, this includes inflation rate, interest rate, foreign exchange rates, demand and supply and economic growth. United way concentrate on their strategy of business they work with their economic factor for providing opportunities to community. Social factor This factor identify the social conditions of the market like cultural trends, demographics and population. United way works with the different communities to fulfill their needs. Technological factor In this factor non-profit organization influence by inventions of technology. United way follows the innovative techniques to enhance their skills and experience in the business. Legal factor-This factor affect the business from both external and internal sides, it affect the certain policies and certain laws. In this way United Way WA concern about these laws- consumer laws, labor laws and safety standards because they take- care the whole business. Environmental factor-All the organizations affect by their surrounding environment. United way uses their resources carefully to fulfill the basic needs of people of society and also they think about location of business in the suitable areas which prevent the environment clean(Pestle Analysis Vital for Strategic Decision Making [Column] 2015) . CONCLUSION United Way works very well in the society it is a non- profit organization so they fulfill the needs of society with donations, funds and charities. References A 50-Year History of United Way and Toronto-the-Giving; the Citys Needs and Generosity Have Both Grown over the Decades. 2007. Toronto Star, 09/13/ 2007 Sep 13. P4 http://search.proquest.com/docview/439287051?accountid=10382 Anonymous. 2011. Historic Achievement of $113.2-Million Completes Week of Milestones for United Way. Canada NewsWire, 01/20/ 2011 Jan 20. http://search.proquest.com/docview/845679535?accountid=10382 Beatty, Sally. 2007. Philanthropy (a Special Report); a New Way: The Chief Executive of United Way Talks About the Challenges Facing the Organization. Wall Street Journal, 12/10/ 2007 Dec 10. http://search.proquest.com/docview/399041103?accountid=10382 Gracie Bonds, Staples. 2008. Faith Values: Were with You Is United Way Theme. The Atlanta Journal Constitution, 09/13/ 2008 Sep 13. http://search.proquest.com/docview/337508494?accountid=10382 Jean C, Hill. 1986. Interfaith Council Part of United Ways History. Richmond Times Dispatch, 11/05/ 1986 Nov 05. A-14 http://search.proquest.com/docview/420068701?accountid=10382 Pestle Analysis Vital for Strategic Decision Making [Column]. 2015. AllAfrica.com, 12/31/ 2015 Dec 31. http://search.proquest.com/docview/1752565050?accountid=10382 Smith, Dennis. 2005. Macisaac New United Way Chair; Part of Charitable Organizations Plan for Stronger Burlington Presence. The Post, 05/15/ 2005 May 15. 01 http://search.proquest.com/docview/362708200?accountid=10382

The Costs of Racism Essay -- Essays Papers

The Costs of Racism The Merriam-Webster Online Dictionary defines racism as â€Å"a belief that race is the primary determinant of human traits and capacities and that racial differences produce an inherent superiority of a particular race.† Racism is one of the deepest stains on the pages of American history. What began as feelings among whites of being superior to blacks turned into possibly the worst phenomenon the United States ever dealt with. Even 100 years after Abraham Lincoln signed the Emancipation Proclamation, many white people were still treating blacks atrociously. It took many decades before blacks were granted truly equal rights that white Americans were given. In Anne Moody’s autobiography, Coming of Age in Mississippi, she discusses growing up in Mississippi. She writes about her memories of childhood, high school, college, and finally her courageous work in the civil rights movement during the 1960s. Moody offers readers a startling and remarkable story of he r life. She also gives great insight into the effects of racism on the victims of it, on those who practice it, and the effects on American society. The effects of racism on the victims differed depending on age and whether or not a person would withstand the abuse. Moody makes these connections in her book by realizing that when the civil rights movement picked up in the 1960s, older blacks usually remained dormant and never stood up for themselves by speaking out against the abuse they received. In contrast, younger black Americans, notably teenagers, were more likely to be fearless and take part in the Movement. This theme can be seen throughout the whole book, from when Anne was a young girl and never understood why her mother co... ...any whites could have believed so strongly that blacks were inferior to them, so mediocre that they would treat them like animals and murder them in cold blood. But this is a problem that still occurs today, though in a lesser form, and it is important to study our past in effort to keep from repeating the mistakes of our ancestors. By reading things such as Anne Moody’s autobiography, we can get an inside view into what really took place in the South, and we can be inspired by people like Moody who stood up to it. The negativities of racism against blacks taught us important lessons about ethics and how humans should treat each other because we can see the effects it had on people less than 50 years ago. And if we learn from the mistakes of our ancestors and move away from their supremacist ideals, then as the freedom song in Coming of Age goes, â€Å"we shall overcome.†

The Beard Makes the Man :: Ancient Greece Greek Essays

The Beard Makes the Man For the ancient Athenians, the beard was a common sign of manhood. The coming of a beard signaled a male’s transition from boyhood into manhood. Men who lost their beards did not suffer loss of political rights or loss of privileges, but they were mocked and shamed. The beard, not height or body shape, interestingly, was considered the initial marker of manhood in the plays of Aristophanes. A beard is an easily recognizable and observable, and the lack or presence of a beard is easily changed for the stage by covering the actor’s beard with a mask or giving him a fake beard. The beard was clearly a particularly meaningful secondary characteristic for the Greeks. For the ancient Greeks, the beard was incredibly closely tied to the idea of manhood. In some cases, the word for beard could even be interchanged with the word for man. Men grow hair on their faces, women do not, but a man’s facial hair is easily removed by shaving. For this culture, the removal of the beard was a removal of a crucial element of manhood. Without a beard, a man was woman-like, despite any other characteristics that might distinguish him as a man. To become like a woman, a man merely had to remove his beard, but to become like a man, a woman had to disguise herself in many more ways. The beard, as a cultural way to distinguish men, is based on the biological phenomenon that males begin to grow hair on their faces during puberty. Despite seemingly being an easy way to separate men from women and children, the presence of a beard is not an all or none situation. A pubescent male will not go to bed bare-cheeked and wake up the next morning with a full beard. Puberty is a gradual process occurring over many years, and some men may never grow a completely full beard, even in maturity. As today, some women of ancient Athens must have themselves been quite hairy around the hair line, jaw, and upper lip. The beard is not as clear a man/boy or man/woman differentiation as it may initially seem. The beard is not a completely clear physical or biological trait, but it was clearly a significant characteristic for the ancient Athenians. In Aristophanes’s play Women at the Thesmophoria, the kinsman of Euripides tries to pass for a woman by shaving his beard and singeing his pubic hair.

Extreme and Moderate Characters in Moliére’s Tartuffe Essay -- essays

Extreme and Moderate Characters in Tartuffe   Ã‚  Ã‚  Ã‚  Ã‚  In Molià ©re’s Tartuffe (Moirà © 1664), the reader is able to see a great contrast of Extreme and Moderate characters. Extreme characters being those who are seen as over the top, or very passionate people, and the moderate characters having a more calm and subtle approach to ideas. The extreme characters in this case would be Madam Pernelle, Orgon, Tartuffe, and Dorine. The moderate characters are seen as Cleante and Elmire.   Ã‚  Ã‚  Ã‚  Ã‚  One of the characters that obviously fall into the extreme character category would be that of Madam Pernelle. Madam Pernelle is an excellent example of an extreme character because of her sharp remarks, and the idea of telling people exactly what she thinks. From the very beginning of the play, the reader is able to identify how out spoken this character is when she begins to defend Tartuffe in the opening pages.. This is demonstrated when Madam Pernelle comments on a remark made by Dorine saying, â€Å"Girl, you talk to much, and I’m afraid / You’re far too saucy for a lady’s maid. / You push in everywhere and have your say† (I, I, 21)   Ã‚  Ã‚  Ã‚  Ã‚  Another example of an extreme character in Tartuffe would be the character of Dorine. Much like Madam Pernelle, Dorine is an outspoken individual who does not like to be argued or reasoned with. She is very adamant about her idea of Tartuffe, and will not be easily persuaded into thinking otherw...

Methyl acetate uses

In many applications, Eastman methyl acetate can be an effective replacement for acetone and other fast-evaporating solvents. Strength?assay Methanol Water Acidity as acetic acid color, PC's Some common cleaning applications include: universal cleaner LOW-VOCE and environmental cleaners Aerosol carburetor cleaners Paint gun cleaners Cleaners for printing inks Table 1 Sales specifications Property Eastman methyl acetate can be used alone or In easily blended formulations to optimize cleaning efficiency. Because methyl acetate is miscible with most organic aerospace, marine, and industrial.Eastman methyl acetate methyl acetate, high purity 96. 0% mint. 2. 5% Max. 1. 5% Max. 0. 15% Max. 5 Max. 99. 5% mint. 0. 10% Max. 0. 05% Max. Cleaners for industrial wipes Regulatory and VOCE-exempt status Concerns for work place safety and the environment have led to the deselecting of chlorinated solvents in many applications. In the United States, methyl acetate was added to the list of compounds excluded from the definition of volatile organic compound (VOCE) on the basis that these compounds have been determined to eve negligible photochemical reactivity.Methyl acetate is relatively nontoxic, nonrestrictive, and readily biodegradable, making it useful in environmentally friendly formulations. Fast evaporation rate Fast drying is often a key performance requirement in cleaning applications. A slow-drying solvent can impede the cleaning process, adding additional labor cost. In addition, slow-drying solvents can attract airborne contaminants and leave residues that negate the effectiveness of the cleaning processes. Using Eastman methyl acetate in cleaning applications (Continued)Table 2 shows physical properties of methyl acetate versus other fast-evaporating solvents. Methyl acetate evaporates faster than MEEK and ethyl acetate, allowing its use as a replacement for those solvents in applications where VOCE reduction is required. Methyl acetate is similar to acetone in eva poration rate, VOCE exemption, and non-HAP status but offers a higher flash point and hydrophobic property. The hydrophobic nature of methyl acetate can be a key performance criteria in cleaning applications where moisture-related problems can damage or corrode parts, eating to defects or rejects.

Maureen Frye at Quaker Steel and Alloy Corporation Essay

Frye made several mistakes with respect to her initial attempt to implement change, however there are wider company issues beyond Frye’s immediate control that also contributed to the failure of her initiative. Having seen her original memo attract criticism for its arbitrary nature, Frye failed to fully comprehend the reasons for the initial rejection of her proposal, when she proceeded with her January 1995 meeting with the DSMs. This is due to the fact that Frye did not properly understand the way in which the sales department worked. On page 7 it is mentioned that â€Å"Frye had not been able to spend as much time in the field as she had hoped†, while on page 9 Frye says â€Å"we gave them a rough outline of what we wanted done, and we expected the DSMs to follow through as they saw fit†. As a result of this, we speculate that she was unaware of the large degree of autonomy afforded to individual salespeople by the regional DSMs. In a scenario where there is ordinarily a large degree of autonomy, a â€Å"rough outline† presented to people who then have to pass on the concept to their respective subordinates is totally inadequate. Frye showed a complete lack of empathy with the changes involved for the sales force. She has not solicited widespread feedback on her proposals and from her position behind a computer analyzing cold hard numbers, she has entirely underestimated the change involved to the nature of the sales force’s work. Additionally she has made no effort to understand their motivations and frustrations. Frye does not appear to have engaged the General Sales Managers at all. By sidelining them in this way she removes their motivation to ensure correct implementation. She thus effectively discards what could be very effective resources that exert direct line responsibility over the employees who will ultimately need to implement Frye’s proposed changes. Finally, Frye was not properly empowered by her superiors and seems to have made no effort to address this. As evidenced on Page 2 the complicated â€Å"responsibility lines† that cut across departments meant that typically managers who joined Quaker from other companies found Quaker a â€Å"confusing place to work†. These complicated responsibility lines (Exhibit 1 and Exhibit 3) meant that Frye was not given explicit control over the people who would ultimately implement her proposals. â€Å"In the workplace, credibility grows out of two sources: expertise and relationships†[1] Coupled with the fact that Frye did not have established working relationships, this confusing structure meant that in the absence of explicit empowerment, Frye lacked the credibility to effect change. The two overriding themes that we have identified are that: †¢ Frye has demonstrated a clear lack of people skills. She has shown no understanding of the key motivators of the sales force and communication around implementation of her idea has been poor both in terms of content and its direction. †¢ Frye has been unable to exhibit leadership due to both a complicated organizational structure and her personal lack of established credibility due to lack of relationships. What would you do if you were Maureen Frye, at the end of the case? One standalone alternative that Frye could pursue is for Israel to send a direct order to his entire department asking that they comply with Frye’s proposals. This proposal benefits from the fact that Israel has direct line authority over the salespeople and is in a better position to monitor the implementation plan. This alternative however entirely fails to address concerns around soliciting feedback and ignores the â€Å"†¦generally accepted norm of influencing through persuasion and analyses rather than through formal authority†¦Ã¢â‚¬ .[2] Additionally this entirely underestimates the change for the salespeople, which Frye was initially guilty of. What is more, this does not address what appears to be one of the fundamental frustrations that salespeople have when dealing with large accounts, namely that the quality of service from the Technical Service department varies greatly depending on the salesperson involved. Thus, whilst Frye might see a change in behavior she may not necessarily see the desired result of higher sales due to lack of buy-in from the Technical Services Department. Another alternative is to try and implement her proposal while at the same time introducing a change to the compensation policy whereby salespeople would be remunerated based on a fixed salary plus a large variable component determined as a commission on sales revenue. This alternative however requires a radical shift in the corporate culture and its likely outcome of success is severely reduced by the fact that when talking about motivation of salespeople in the Chicago and New York offices, â€Å"All rated monetary rewards and incentives lowest on the scale†[3]. This solution also fails to address the problem of making sure that both the Sales and Technical Services departments are pulling in the same direction. Our favored alternative composes several elements: †¢ Frye needs to get the VP for Technical Services on board. This is probably most easily achieved by a meeting involving Salk, Bethancourt and Israel where all spell out their clear support for the project. †¢ Frye needs to obtain comprehensive feedback on her proposals from the sales force. She should do this by immediately visiting all regional offices and conducting interviews with the General Sales managers, all the DSMs and as many salespeople as possible. o The meetings between Frye and the salespeople should not be of a formal kind, but rather informal and friendly in order to properly develop a collaborative relationship. o If we assume that meeting each and every salesperson is impossible, then she needs to select the people she meets with on a strategic basis by choosing those who exert most influence on their colleagues. o She should clearly explain the rationale for her proposals in person and take account of any feedback provided and include in the implementation where possible. Feedback should not merely be point in time but should be ongoing. o According to the case, there is already one senior salesperson that is convinced about the project and has implemented the project to some extent and believes in its future outcomes. Frye needs to make good use of this senior salesperson because as we know, â€Å"credibility, along other lines can be built or bought.†[4] He can serve as a good liaison between her and the other salespeople, showing evidence that the project works and emphasizing to his colleagues the benefits based on his first-hand experience. o Given that monetary rewards are not a high priority Frye must emphasize that whilst they may have an initially fallow period in sales, the subsequent benefits from their time and effort will result in increased sales of a higher magnitude. Additionally she should emphasize that the interim period will also yield scope for significant satisfaction as they collaborate with clients in order to resolve their problems. †¢ In addition to seeking input from the sales force, Frye needs to further establish credibility with the sales force before asking them to implement her proposal. As a result of our first point, we believe she can do this by ensuring better cooperation from the Technical Services Department for all salespeople. In this way she â€Å"helps them see how they can get from here to there, by establishing some credibility and by giving them some reason and help to get there.†[5] †¢ There should be memo sent by the VPs for Technical Support Service, and Sales to their subordinates which: o Details Frye’s proposals and explicitly mentioning that she should be afforded all possible help in implementing her proposals. o Emphasizes that the company practices â€Å"a strong philosophy of providing customers with the best technical service and assistance available†[6] o Insists on each DSM providing a weekly progress report in order to ensure greater accountability. o Gives thanks to staff for their excellent performance thus far. By going through the points above we believe that Frye addresses the issues that we identified when answering the first question, namely: a lack of empowerment, a lack of understanding of the sales department, a lack of empathy and a failure to engage the General Sales Managers. The process however does not stop there. Close monitoring of the implementation is fundamental so that any deviation is identified and corrected appropriately in a timely fashion. Frye should ensure that she uses the need for monitoring as a way to gather continued feedback and comments and thus evaluate the change in sales behavior and its effect not only on sales but also on employee satisfaction. She needs to establish an ongoing and collaborative relationship and make sure that the sales force see her as an approachable colleague working towards the same company goals rather than as a demanding taskmaster. Frye needs to ensure that she has a contingency plan in place. We suggest that should there be complaints from the Sales Department in relation to Technical Services Department cooperation, Frye should escalate immediately to the VP in charge as well as Israel and Bethancourt. Assuming she continues to encounter resistance on the Sales side, this should be escalated to Israel for immediate action. Should the trial of Frye’s proposals be successful i.e. increase overall sales through a greater focus on large accounts, we believe that when rolled out to other products that a more formal relationship should be established between the Technical Services Department and the Sales Department. As part of this process we advocate a process of 360degree evaluation feedback where employees are ranked versus their peers. For Frye’s personal learning she must realize that â€Å"†¦feedback is not an interpersonal process where others tell one how they react to his/her behavior. It is rather a self initiated process where one examines the effects of one’s behavior on others† therefore once the implementation plan has been drawn up and executed, it would be valuable for Frye to request 360 degree feedback from all stakeholders engaged in the reallocation process and initiate a thorough self-assessment to address her areas of weakness.