Managing Diversity in Human Resource

Introduction There are notable impacts of globalization within organizations. One of these impacts is the complexity in the level of diversity. Notably, diversity is an important aspect in business performance.Advertising We will write a custom essay sample on Managing Diversity in Human Resource specifically for you for only $16.05 $11/page Learn More Organizations that lack the competency to manage diversity might face severe consequences. Particularly, these relate to the socio-economic effects. Ideally, many factors within the workplace environment require different considerations. A workplace environment with considerable ambience for all employees is critical for the performance of the organization (Cao, Clarke Lehaney 233). Inadequate morale, low worker turnover and harassment are some of the negative elements. Other negative factors may include employee discrimination and absenteeism. These factors lead to great losses in productivity. Organizat ions recognize the need to engage in the development of diversity (Lauring Selmer 190). In attaining this, there are several initiatives involved. For four decades, most organizations continue to spend many resources in diversity programs. The basic aim is to enhance their level of performance. These programs also increase the level of employee welfare and elevate the organization‘s efficiency. This paper examines the significance of diversity management. Apart from this, it also analyses the debatable influence of training and development on diversity management in organizations. Lastly, the paper discusses the role of human resources (HR) professionals in ensuring sound diversity management and employee development.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Importance of Managing Diversity Proper integration of individuals is important within any work environment. Indeed, most sociological theories emphasize on the importance of harmony in the development and continuity of major processes. This is irrespective of whether an organization is profit-making or not. Ideally, diversity management manipulates all processes within all organizations. Communication and feedback systems are some of the processes that have extensive influences from diversity management. Without proper communication and feedback processes, there must be a limited articulation of organizational policies. This might be applicable to the guidelines and procedures that are pertinent to all the business organizations (Hebson Cox 188). Therefore, it is vital to indicate that diversity management is a fundamental undertaking. It purely remains the role of the management. Employees within multicultural environments must have an adequate and coherent direction on how to relate with and initiate positive interaction. Principally, this is the core practice behind any diversity management processes. Discrimination of individuals leads to low level of self-esteem. Most psychological theories indicate that individuals lack concentration and lose their potential focus on performance when under certain unfavourable circumstances. These may include discrimination or marginalization (Muethel, Siebdrat Hoegl 35). Observably, these negative processes may emanate from different sources. Some of these might include the fellow employees, the management of the organization or unfavourable organizational policies.Advertising We will write a custom essay sample on Managing Diversity in Human Resource specifically for you for only $16.05 $11/page Learn More Indeed, it is clear that these diverse negative factors widely influence the level of organizational performance. Marginalization might emanate from different sources. For instance, cultural discrimination may be one of the basic reasons for the extensive marginalization of certain individuals (Hug h 56). These have potential impacts on the lives of these persons. According to most investigations, business organizations that practice effective diversity management strategies are likely to benefit. Particularly, these relate to the potential benefits from the worker productivity and retention. It is important to sustain the programs that help in the management of diversity. This enables the continuity of processes and employee sources even during extensive retirement cases. There is increasing recognition of the need to increase the level of attention to employee welfare. It is important to note that the practice is crucial in many ways. For example, it is a basic diversity management initiative. It assists in the development of a strong and positive workforce. Ideally, the management must uphold employee demands and strive for their continuous capacity development and transformation. Character transformation and the development of integration skills must be observed in all the work processes. There are basic elements that require adequate attention during all diversity management practices (Bogardus 67).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These include people and social skills. From these elements, all employees have the capacity to develop strong and positive skills towards the achievement of most goals. Apart from this, they enable the effective attainment of collective goals within these organizations. All organizations must focus on the management of diversity. It is a basic step towards ensuring high level of success within the entire organization. Moreover, the process enables the accomplishment of sustainability. Some of these are notable within the organization’s basic processes. It is observable that diversity management is more than just valuing the personal differences of workers within any organization. Indicatively, it goes beyond the establishment and practice of policies pertinent to human resources. For an effective performance, various considerations must emerge from different sources. These include the impacts of globalization (Metcalfe Woodhams 125). The transformations in the demographic f eatures of the domestic population are also reflective. Therefore, it is obvious that diversity management encompasses a wide array of events and practices. The technological and global developments pose significant changes to the present workforce. Generally, these transformations are important because they influence the basic processes in many ways. These explain the fundamental reasons for the development of diversity management programs within organizations. Due to the impacts of multiculturalism, there is an eminent need for the development of diversity initiatives. Through these processes, organizations become more aware of their weak and strong points. Additionally, the employees also establish positive links and relationships amongst themselves (Nowak 66). These are vital in diverse ways. The business organizations with these considerations are bound to gain a very high or elevated competitive edge. From this, other evident benefits may arise. These include the establishment of strong and vibrant brands within the market. Other than this, the organization might also enjoy a constructive organizational culture. Ultimately, these positive cultures remain transferable to other employees within the workplace. Perhaps, an analysis of the behavioural and cognitive theoretical models presents a lucid picture of what might be observable in such instances. According to the behavioural theory, most personalities are more likely to adopt the practices that are most eminent within their immediate environments (Billsberry, Graeme John 89). Diversity management helps to create a positive way of conflict resolution amongst the potential employees. This process enables the development of a fair methodology of interaction and communication. This is very vital for the effective performance of an organization. For the achievement of basic organizational goals, it is important to consider the influence of harmony. Thus, it is significant to indicate that harmony and peac eful co-existence remains attainable through coherent systems of diversity management. Most organizations without proper diversity management programs incur several severe losses. These may emanate from the legal suits filed by certain employees who may feel harassed or discriminated in a particular manner. Generally, there are serious negative resource implications likely to emanate from such failures. The worst implications emanate from the discriminations based on demographic characteristics (Syrett 56). These may include gender, age, or race, amongst other factors. Therefore, it is important for the relevant human resources departments to recognize the need for an effective institution of various diversity management programs. The Debatable Influence of Training and Development on Diversity Management in Organizations Presently, most organizations engage in diversity-training programs within their operations. The basic aim of such undertakings is to establish an effectively perf orming organization. Training and development on diversity management have different impacts. Arguably, these have both negative and constructive implications. It is vital to recognize that the process is helpful for the development of individual capacities (Mor 34). Particularly, these relate to the competency to interrelate in a positive manner. Various studies emphasize on the capacity of these training and development processes to create a positive workforce. Such work environments remain appropriate for effective communication and feedback processes. Ideally, these are the fundamental measures appropriate for the optimal performance. According to the core principles of strategic management, the training and development processes are important in many ways. For instance, there is a positive development in the employee talent or skills. An efficient talent management process is attainable through the establishment of a proper diversity management program (Peters 54). Observably, employees gain the capacity to relate effectively and share their personal skills or talent. However, these are only achievable under strict training and development projects. The role of the human resources department in the development of diversity management initiatives is eminent. The training help individuals within organizations to be able to relate in a positive manner with their peers. This also includes the positive relation with the management and other line managers or supervisors. There are different impacts of these projects. These depend on the kind of management training model applied in any case. Therefore, different organizations adopt and practice diverse training models. Consequently, diverse implications arise from such initiatives within organizations. There is an eminent role of this training in the development of a vibrant organizational culture and identity (Shakhray 89). Most management specialists indicate the significant role of fostering organizational pr inciples through constant training. As indicate in the cognitive principle, most persons comprehend, articulate and practice the ideas they frequently access. In such instances, the training programs help in the communication of ideas and knowledge that relate to the development of individual capacities. These have potential manipulations on the level of positive interactions amongst different personalities within the organization (Schwabenland 88). Individuals are more able to act in a rational manner. In addition, they have the capacity to appreciate and respect their fellows. This regards to the understanding of the importance of multiculturalism and individual disparities. Organizations become more competent and gain the capacity to influence the perceptions of individuals concerning diversity. The training helps individuals and the management to develop adequate conflict resolution skills. In this consideration, they are able to handle quarrels and disagreements amongst themsel ves. These require people skills that enable all kinds of personalities to appreciate and manage the diversities constructively. The trained personnel may be able to gain familiarity about the relevant regulations applicable within the organizations. Generally, there is a limitation in the level of indulgence of resources in the initiation of peace (Turner 66). Training on diversity management is critical in the development of problem resolution skills. It is an indicator of basic decision-making approaches applicable within organizations. The diversity training enables the acquisition of interpersonal skills is most employees. These are also applicable to the managers. Through this, the trained personalities are able to manage, direct and control different groups of individuals. Particularly, leaders gain positive leadership competencies. The follows may also comprehend different instructions and avoid the relation of these managerial directives to discrimination. Employees engage in riots and insurgency against their employers in several instances. The basic reason is due to harassment and marginalization. It is vital to recognize the importance of training in the diversion of this detrimental trend. Employees develop better and peaceful methodologies of fostering advocacy and lobbying against specific maltreatments. These might be launched either towards their employers or towards fellow workmates (Peters 154). It is important to develop proper and hospitable work environment. This is appropriate for the effective performance of various organizations. It is achievable through the institution of appropriate diversity training programs. There might be highlights on the different regulations that dictate employment and promotion initiatives within various organizations. These remain attainable through the integration of effective policies on diversity training. It is noteworthy to indicate the various negative implications associated with diversity management training (Mor 89). For instance, most theories advocate for the natural development of coherence and social interactions amongst different personalities. According to these arguments, training on diversity management might merely foster the wrought knowledge on individuals or specific target group. However, it does not provide an adequate room for the consecutive development of pertinent skills appropriate for effective integration. The training increases a wide comprehension of the basic ways in which diverse perspectives remain vital. Particularly, this relates to the improvement of organizational performance. In addition, the training is appropriate as a critical crisis prevention and mitigation tool (Kreitz 2007). Although few specialists and scholars identify the negative influences of training, most results usually remain productive. However, it is important to indicate the huge monetary implications associated with the training processes. These might have considerable resourc es influences on the general organizations. Therefore, there might be a negative effect on the development of the entire business organization. The Role of HR Professionals in Ensuring Sound Diversity Management and Employee Development The human resource department is a critical unit within all organizations. They deal, specifically, with the recruitment and deployment of new personalities or workers. The human professionals also have vital roles in the processes that ensure sound diversity management (Nelson James 47). The human resource professionals engage in the monitoring and evaluation of various employee or work-related processes. The employee welfare is one of the critical initiatives that the human resource professionals play an important role. These embody the integration of appropriate guidance and employee counselling programs. The professionals frequently hold group therapy and collective feedback sessions for most of their personnel. These programs enable most of the workers to elicit their potential concerns about particular processes (Metcalfe Woodhams 130). The initiatives are widely applicable as basic diversity management and training approaches. The professionals stress on the significance of communicating integration messages to various workers. Strategic management principles have important indications for such processes. For instance, the human resource professionals acquire and exercise their coaching skills on other employees. These coaching roles are achievable through active monitoring and establishment of appropriate benchmarking standards. The human resources also engage in the provision of crucial psychological support and interventions to other workers (Kathy 114). They assist these workers to stay free from job-related stress and depressions. The establishment of an ambient and interruption-free environment is a basic initiative undertaken by the human resource personnel. Observably, these also assist in the development of a positive workforce. The human resource professionals also help in the development of effective and strategic recruitment processes. These provide the basic springboard for the development of multicultural and effectively performing working groups. Human resource professionals have potential obligations towards the development of successful diversity management schemes (O’Keeffe 110). These are also vital to the development of the capacities of other workers. For example, talent management provides a basic step towards the achievement of employee goals. They must also set up management operations that enable all workers to be involved in basic processes. Consequently, the process ensures a maximum exploitation of the talent and potentials pertinent to the workers. The professionals have to be aware of their fundamental responsibilities (Bach 112). Predominantly, the observation of equitable treatment of all workers remains a crucial role of the entire human resource department . The initiation of transformative programs that ensure adequate employee welfare is an important role of the human resources personnel. The process creates employee loyalty to the basic principles and collective objectives of the entire organization. Through constant capacity building and apprenticeship programs, employees are able to practice their inherent skills. The human resource professionals might also engage in other constructive programs such as job sharing (Muethel, Siebdrat Hoegl 42). Through external linkages, an effective employee monitoring processes are appropriate. These roles are only attainable through the engagement of pertinent human resource skills. It is evident that the human resource personnel have important roles in the management of employee development and welfare. These initiatives stream from the general human resource principles. Therefore, it is vital for this personnel to recognize and practice these obligations. Conclusion There are evident transfo rmations in human resource markets. This trend is globally notable. Organizations presently recognize the need for effective diversity management. Indeed, diversity is one of the most important elements that have different implications on the performance of organizations. Generally, there are many benefits associated with the management of diversity. Adequate management of diversity issues enables organizations to achieve a high level of performance. The employees within such organizations also become competitive. This is, particularly, vital for the effective performance within the highly competitive global market. There are different literature and debates on the effect of diversity training. Notably, these effects have potential impacts on the general organization. They also affect the management. However, most sources indicate the constructive impacts as the most predominant within different organizations. It is necessary to evaluate these different effects. In these processes, the application of various theoretical models remains appropriate. It is crucial to analyze the role of HR professionals. Specifically, this relates to their contributions to diversity management and development of employees. Works Cited Bach, Stephen. Managing Human Resources: Personnel Management in Transition. Malden, MA: Blackwell Publishing, 2005. Print. Billsberry, Jon., Graeme Salaman John Storey. Strategic Human Resource Management: Theory and Practice. London: SAGE, 2005. Print. Bogardus, Anne. Human Resources Jumpstart. San Francisco, CA: SYBEX, 2004. Print. Cao, Guangming., Steve Clarke Brian Lehaney. Diversity Management in Organizational Change: Towards a Systemic Framework. Systems Research and Behavioral Science. 20. 3 (2003): 231-242. Print. Hugh, Collins. Employment Law. New York, NY: Oxford University Press, 2010. Print. Kathy, Daniels. Employment Law for Hr and Business Students. London: Chartered Institute of Personnel and Development, 2004. Print. Hebson, Gail Annette Cox. The Gendered Implications of Corporate Value Change. Gender, Work Organization. 18.2 (2011):182–201. Kreitz, Patricia. Best Practices for Managing Organizational Diversity. 2007. Web. Lauring, Jakob Selmer Jan. Knowledge sharing in diverse organisations. Human Resource Management Journal. 22.1 (2012): 89–105. Print. Metcalfe, Beverly Carol Woodhams, Introduction: New Directions in Gender, Diversity and Organization Theorizing – Re-imagining Feminist Post-colonialism, Transnationalism and Geographies of Power. International Journal of Management Reviews. 14.2 (2012): 123–140. Print. Mor, Barak. Managing Diversity: Toward a Globally Inclusive Workplace. Thousand Oaks, CA: SAGE, 2011. Print. Muethel, Miriam, Frank Siebdrat Martin Hoegl. When do we really need interpersonal trust in globally dispersed new product development teams?. RD Management. 42.1 (2012): 31–46. Print. Nelson, Debra James Quick. Organizational Behavior: Science , the Real World, and You. Ohio, OH: South-Western Cengage Learning, 2011. Print. Nowak, Carmen. Managing Diversity. Munchen: GRIN Verlag GmbH, 2010. Print. O’Keeffe, Ted. Towards Zero Management Learning Organisations: Developing Tomorrows Successful Leaders Today. Indianapolis, IN: Dog Ear Publishing, 2006. Print. Peters, Bjorn. Managing Diversity in Intergovernmental Organisations. Wiesbaden: VS: Verlag fur Sozialwissenschaften, 2008. Print. Schwabenland, Christina. Metaphor and Dialectic in Managing Diversity. Houndmills, Basingstoke: Palgrave Macmillan, 2012. Print. Shakhray, Iryna. Managing Diversity in the Workplace. Munchen: GRIN Verlag GmbH, 2009. Print. Syrett, Michel. Management Development. Chichester: John Wiley Sons, 2003. Print. Turner, Paul. Organisational Communication: The Role of the Hr Professional. London: Chartered Institute of Personnel and Development, 2003. Print. This essay on Managing Diversity in Human Resource was written and submitted by user Moderate Pheasant to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on Feminist Religion

Women in religion has been a controversial subject for many years. Even though advances have been made to include women, we as women still have a long road ahead of us. Women are still not seen in as many significant positions as men, but the roles of women in the church are gradually changing. Women are even being seen in pastor or reverend positions today. The subject of women in religion goes back even before the Civil War. Women were promoting the cause of equality within the church. They argued for the admission of women in seminaries and into the ministry. Particularly, a woman named Anna Howard Shaw was seen as a great preacher and fought to teach the message of God from the pulpit, though she was turned down many times. Even though she knew even as much as her male counterpart, she was forbidden to have her voice heard. (Carr, p. 10-12.) One significant point in history to women is the Reformation. The Reformation brought about some changes in the church’s way of viewing women. Reformation teachings of the â€Å"priesthood of all believers† made it very important for all Christians to be able to read the bible. Children were then required to go to school so they could learn to read. This included little girls. Because the girls were being taught, the roles of nuns in the church were diminishing. Girls had no need to be nuns in order to be educated, so they simply didn’t become nuns. Women took on a new role. They now could read and understand the bible so they taught their children about their faith. This feminist movement for equality soon died out only to resurface in a later time. (Carr, p. 12-14.) Later in the twentieth century the movement for women regained steam. In the 1960s, women were fighting for bigger roles in the churches such as education, more participation, and decision-making power. Churches still had difficulty with the acceptance of women, even those that allowed the ordination of ... Free Essays on Feminist Religion Free Essays on Feminist Religion Women in religion has been a controversial subject for many years. Even though advances have been made to include women, we as women still have a long road ahead of us. Women are still not seen in as many significant positions as men, but the roles of women in the church are gradually changing. Women are even being seen in pastor or reverend positions today. The subject of women in religion goes back even before the Civil War. Women were promoting the cause of equality within the church. They argued for the admission of women in seminaries and into the ministry. Particularly, a woman named Anna Howard Shaw was seen as a great preacher and fought to teach the message of God from the pulpit, though she was turned down many times. Even though she knew even as much as her male counterpart, she was forbidden to have her voice heard. (Carr, p. 10-12.) One significant point in history to women is the Reformation. The Reformation brought about some changes in the church’s way of viewing women. Reformation teachings of the â€Å"priesthood of all believers† made it very important for all Christians to be able to read the bible. Children were then required to go to school so they could learn to read. This included little girls. Because the girls were being taught, the roles of nuns in the church were diminishing. Girls had no need to be nuns in order to be educated, so they simply didn’t become nuns. Women took on a new role. They now could read and understand the bible so they taught their children about their faith. This feminist movement for equality soon died out only to resurface in a later time. (Carr, p. 12-14.) Later in the twentieth century the movement for women regained steam. In the 1960s, women were fighting for bigger roles in the churches such as education, more participation, and decision-making power. Churches still had difficulty with the acceptance of women, even those that allowed the ordination of ...

Young and Free Idioms Story

Young and Free Idioms Story Learn new English expressions in this short story about what it takes to be successful in a small company focuses on the use of idioms in context. Youll find idiom definitions and a short quiz on some of the expressions at the end of the story.   Young and Free: Prerequisite for Success Lets face it: In todays business world you need to be young and free of attachments to strike it rich. Its a dog eat dog world out there and youre going to have to work quite a lot. Of course, not only will you have to work quite a lot, youll need to be flexible and ready to take advantage of anything. Thats where the free part comes in. Ive got a young friend, hes only 25, but he fits the bill perfectly. Hes single and hes hungry. Hes willing to start from scratch and, best of all, he isnt afraid of putting his nose to the grindstone for those 80 hour weeks. He decided to take the bull by the horns by going starting up his own business. He found a software developer who knew the internet inside out. This young man was also very ambitious. He left his safe job at the drop of a hat. They were both reaching for pie in the sky, and they were ready. They also were lucky. They founded a startup and got into the whole social networking business in 2002. In other words, they were early birds and they were willing to sink or swim. Probably the most important ingredient in their success was that they were willing to play things by ear. They kept their ears to the ground, moved full steam ahead and drove hard bargains. Soon, their business was growing by leaps and bounds. Of course, they had some stumbling blocks along the way. Who doesnt? Still, they got the jump on the competition and by the year 2008, they were multi-millionaires. This sort of success for the young and free now has copycats around the world. Idioms Used in the Story at the drop of a hat immediatelyby leaps and bounds very quickly (used with improvement)copycat someone or a company who tries to do things like another person or companydog eat dog very competitivedrive a hard bargain to make a business deal that is very advantageous for youearly bird someone who takes early advantage of a situationfit the bill to have the right characteristics for somethingfull steam ahead to continue with full commitmentget the jump on someone to get the advantage over someone by starting earlyhave ones ears to the ground to pay attention to rumors, news, and industry insidersknow something inside out to have expert knowledge about somethingpie in the sky something very hard to achieve, a dreamplay something by ear to improvise in a situation, react to a situation as it occursput ones nose to the grindstone to work hard and put in many hourssink or swim succeed or failstart from scratch to start from the beginningstartup a small company that begin s to do business, usually in technologystrike it rich to become rich, often by creating a new product or service successfullystumbling block a difficulty or hurdle that stands in the way of successtake the bull by the horns to confront a problem and deal with it Expression Quiz I think Peter ______________. Hes perfect for the job.Its _____________ on the project. We have no time to waste.Dont pretend youre like Kevin. Nobody likes a ___________.The business person ________________, but we had to accept her offer.I think its best to _________ the meeting __________. We need to consider everything.He founded a ________________ in 2008 and made millions.Our business has grown _________________. Were very happy.Im afraid I think that idea is ______________. It will never work. Quiz Answers fits the billfull steam ahead / sink or swimcopycatdrove a hard bargainplay the meeting by earstartupby leaps and boundspie in the sky More Idioms and Expressions in Context Stories Learn more expressions using stories with one or more of these further idioms in context stories with quizzes. Its important to learn and use idioms in context. Of course, idioms are not always easy to understand. There are  idiom and expression resources  that can help with definitions, but reading them in short stories can also provide context that make them come more alive. Try reading the story one time to  understand the gist  without using the idiom definitions. On your second reading, use the definitions to help you understand the text while learning new idioms.

Exit Zero Essay Example | Topics and Well Written Essays - 750 words

Exit Zero - Essay Example only means for most people to achieve social mobility and overcome the traditional class divides that characterized America after the downfall of the steel mills in South East Chicago where it did not only transformed the affected families of the steel mills, but also the socio-economic society of America in general. America is no longer a socially mobile society it once pride itself to be but rather a socially stratified society where the economically deprived people can only aspire to better their lot but could no longer break the social and economic barrier. Moreso in 21st century economy where it is knowledge based and more and more jobs now requires a college education. The new glass ceiling in work are the educational certifications which now solwoly becoming exclusive to those who can afford it making it more difficult for people to transcend class barriers. The situation is now aggravated by the fact that college education is becoming economically prohibitive due to its high cost. It is no longer accessible nor affordable to those families whose source of income are based on factories and mills such as depicted in Christine J. Walley’s â€Å"Exit Zero: Family and Class in Postindustrial Chicago†. Along with the closure of those mills is also the figurative closure of opportunity to those people whose source of income comes from blue collar jobs such as those in the factories of South Eastern Chicago. They are unable to go to college and as a result, the only jobs available to them are those menial jobs that do not pay well. So they are stuck in the lower economic strata without any hope for social mobility and thus, the vicious cycle begun. The poor remains poor because they no longer have access to means that would improve their economic and social status. Nice paying jobs are shut to them because they do not have colleg e education. College education is inaccessible to them because of its high cost. So the 21st century economy became

For patients in a home setting with wounds, does use of tap water to Research Proposal

For patients in a home setting with wounds, does use of tap water to cleanse wound affect rate of infection and healing compared to use of normal saline to cleanse wounds in a month period - Research Proposal Example Presently, this process has an initial integrated into the patients’ healthcare plan as opposed to previously when its application was because of an infection. Since the process was officially under inauguration, it has undergone several alterations that aid the science transferred to the bedside to aid in the healing intervention. The process use an acronym (TIME) which stands for tissue management, infection and inflammation, moisture control and balance and the final step is epithelial advancement. This process advances the art of wound healing without deviating from the base principles of moisture control, debridement and bacterial control. This framework is not a continuum and therefore is applicable in a large number of wounds (Fleisher & Ludwig, 2010). This framework is only applicable if the level of intervention is as thorough as the level of the assessment following it. The assessment helps identify how the wound is affecting the individual, cause of the wound and the effects of the individual on the wound. This aids in the determination of the healing process happening and the appropriate way to manage the wound. This process is also essential as the nurse in charge needs to collect data on how the wound’s management. The first step is debridement, which is a practice on empirical observation. Although this method has no proof of expediting healing, it is a clinical advice since it helps in striking a balance in the wound’s bio burden. After a wound, the body produces hormones and body enzymes form a corrosive compound on the surface of the wound. The control to this is simply making sure that a moisture balance is in place. Dressing and elevating it helps in minimizing this exudate therefore giving the wound an atmosphere for healing (Kifer, 2012). The most important step in wound healing, is balancing the bacteria on the wound. A wound contains microorganisms and tissue debris and this can delay healing. Pathogens

Structure and Aerodynamics of SAAB 340 Series Aircraft

Structure and Aerodynamics of SAAB 340 Series Aircraft The following report will contain information on the SAAB 340 series aircraft in regards to its structure, aerodynamics, propulsion, operation and safety throughout its history (1970s-2017) Introduction The SAAB 340 is a regional aircraft series designed by the Swedish aerospace manufactures with the desire to explore commercial airliners with 30-40 passengers in the 1970s, originally named the SAAB 340A. The plane was selected to run with GE turboprop engines due to their inherent fuel economy compared to a turbofan or turbojet engines. The SAAB 340B was the first development of the SAAB 340A, the newer aircraft had more powerful engines, a larger tail plane and the crafts range and take-off weight where increased. The SAAB 340s ceased production in 1998 with lack of interest from airliners and hence profits reduced. The SAAB 340 has many renditions the most common being the 340A, 340B, 340B plus including carbo, corporate and commercial interior designs. Of note is that originally SAAB AB and Fairchild (an American company) co designed the 340, having the original name of the SF340, Fairchild designed wings, wing mount nacelles and empennage. The SAAB 340 can be defined as a monoplane with a tractor engine setup. It has a tricycle wheel layout and a conventional tail. The wings are dihedral, low mount, tapered and cantilevered from the fuselage with a single spar. Some of these are further investigated below. It would also be of note to mention the SAAB 340B (most common variant of SAAB 340s) has seating typically for 34 passengers where their weight with baggage is 214lbs, a fact sheet with the aircraft data and statistics will be attached in the appendix. Structure and Construction The SAAB 340 uses common and unusual structural components during its 40+ year service, some of the features which has characterised the aircraft is its single spar wing design, cable strengthen tail plane and a metal bonded skin. These structural components used by SAAB AB to maintain the range of their aircraft whilst also increasing range and payload. The SAAB 340 uses a single spar wing which inserted behind the leading edge which allows for the complexity of the wing to be reduced compared to a multi spar wing. This is beneficial in the construction of a regional aircraft due to the reduced in cost in regards to the difficulty in which it is to design and then build a multi spar wing. The single spar also allows for more free space in the wing interrupted only by the ribs which are designed to have holes in them to reduce weight and allow for usable space (fuel and control surface actuators) in the aircraft, see figure 3 in the appendix. The single spar in the tapered wing also allows for a slender trailing edge of the aerofoil which can be further explored in the aerodynamical section of this report. The SAAB 340 uses a unique feature for a commercial airliner to use, a cable was installed from the top of the empennage to another, the unique design will be further explored below however the cable installed on the 340A is a unique structural component using the cables tension to give the wing added structural rigidity. The newer 340B and B plus dont have the cable installed, which may be due to lighter and stronger longerons or ribs or better engineered surfaces like metal bonding which is used to cover over 40% of the aircrafts external surfaces. The use of metal bonding in its surface skin reduces weight and increases the structural integrity of the aircraft. This increased rigidity in the surface allows for the aircraft to be designed with less internal bracing and material weight. By incorporating the structural benefits of an aluminium bonded skin into the aeroplane, SAAB AB and the Engineers can best maximise the range, interior space and payload. The SAAB 340 is made up of common modern aircraft parts and features, the fuselage and wings are made from aluminium ribs, spars, longerons and stringers which although not unique take advantage of the lightness of aluminium and its structural strength compared to a point 3% carbon steel or an expensive composite equivalent. The SAAB AB engineers therefore had to make the most of cheaper but most effective materials to keep costs lows for consumers of the regional aircraft but still have a light and fuel efficient aeroplane to make regional distance with 30-40 passengers as per the original design specifications. The structural aspects of the aircraft are important in making the SAAB 340 maximise its space and payload, the engineers therefore had to combine techniques like tension in cables and intelligently designed wings which will minimise weight but still comply with complex fluid flow around the fuselage and aerofoils as well as can be keep passengers safe and comfortable. Aerodynamics The SAAB 340, like all modern aircraft, is designed to minimise drag whilst maximising lift. The SAAB AB aircraft uses intelligent and mandatory aerodynamics and aerodynamical systems on their aircraft; a unique tail plane, parabolic nose and fuselage shape and the wings shaping plus engine integration. The SAAB 340 has a conventional empennage, where the vertical stabilizer has two parts, highlighted in figure 4 of the appendix. SAAB AB has incorporated this design in the 340 and their 2000 series aircraft. The two stages in the vertical stabiliser helps to create a more stable and streamlined laminar flow structure around the stabiliser and hence allows for the rudder to be more effective in controlling the airflow around it. The SAAB 340 has a typical airliner style parabolic nose cone which leads into a straight circular fuselage (minus the V shape wing mount nacelles on the bottom of the aircraft, shown on figure 6). The parabolic nose cone is highly efficient in having the air flow move around the aircraft without inducing large quantities if air resistance and drag. Further SAAB AB have slimmed the rear of the plane into a point, typical of modern airliners in an effort to have the air flow coming off the aircraft in a low drag streamlined structure. The SAAB 340 uses a tapered, cantilevered, dihedral wing (as mentioned above) and has an equally cantilevered dihedral horizontal stabiliser both of which have aerodynamic features of no winglets, small cross sectional height as well as the wings having been integrated with the engine. The lack there of winglets on the SAAB 340 highlights how the engineers have been able to reduce the mixing of air from the top and bottom of the aerofoil. The usual effect of winglets will create a barrier, not allowing for the high and low speed air flow to create drag and vortexes. SAAB AB have been able to sculpt their aerofoils so that the need for a winglet has been reduced, a technique used by Boeing, on the 747 for example. The SAAB 340 has also integrated their GE turboprop engines into the wing design. This is seen in figure 6 of the document particularly in the front view, where the engine has been slotted into the wing and has allowed for the turboprop to be elegantly and aerodynamically efficiently positioned to reduce the drag which can occur from having an engine hang off the wing. This fitted setup also gives the operational functionality of the aircraft as the retractable undercarriage is also integrated into the engine area. This innovative solution for SAAB AB engineers has allowed for the aircraft to have a retractable undercarriage but keep stability on a runway, giving the SAAB 340 aerodynamically efficient flight and hence fuel efficient flight too. The SAAB 340B+ differs from the 340B due to its extended wingtips which allows for it to be more aerodynamically efficient in more humid environments and to be able to take off on shorter runways, this variation in wing design of the different models gives the aircraft additional enhancements is rural and regional areas where the flying environment isnt ideal. Propulsion The SAAB 340 uses GE turboprop engines with a 4-propeller prop from Dowty Rotol or Hamilton Sundstrand, differences in noise given in figure 5 of the appendix. The SAAB 340B uses the GE CT7-9B, pictured in figure 6 of the appendix, which has an 1870 shp rating [5]. Figure 8 a cutaway of the CT7-9B turboprop [6] The turboprop engine used by the 340 is highly efficient engine with high range for its size. The engine can fly a maximum 470nm with a maximum total weight in excess of 29000lb (take off) on under 6000lb of fuel. The two engines can thrust the SAAB 340B and B Plus at 283 knots at an altitude of 25000 feet. Further information on range and payload is in figure 9 of the appendix. The SAAB 340 has used different engines over the years, originally running CT7-5A2 turboprops the change to a CT7-9B led to an increase in the SHP of the engines, more power, and an increase in fuel efficiency. More so, it is of current note that the SAAB 340B has had recent engine and propeller failures with REX region airlines in Australia. The failure of a Turboprop engine on the 23rd of march 2017 and a propeller falling off mid-flight on the 17th of march 2017. However due to intelligent engineering on behalf of SAAB AB the two planes could fly on one of the turboprops and make a safe emergency landing. Thus, highlighting both the aerodynamic design quality of the aircraft and how the GE CT7-9B engine can still power the aircraft with only half available thrust. Operation Requirements The SAAB 340 requires a runway, crew and a form of refuelling at destination/departure. Due to the SAAB 340s design the aircraft has been deliberately constructed with regional and rural travel in mind where infrastructure is low and basic hence the 340 has built in facilities such as stairs and extra additions for the craft to cope and work in weather of the extremes and on runways made of gravel and dirt. The SAAB 340B has extras such as the gravel pack and longer wingtips which allow for it to operate in humidity and heat without larger runways or advanced asphalt airports [8]. The SAAB 340B requires, at SL with optimal flaps and at ISA, a runway of 4220ft (1.3km) however at less optimum environments the runway needed can be 6690ft (2.02km). The SAAB 340 does require 2 pilots and one flight attendant can be also apart of the crew. Die to the small seating numbers the SAAB 340 doesnt have room for more than one attendant. The floor plan is shown below highlighting where the crew is stationed on a typical 340 layout. Figure 10 SAAB 340 layout as intended by SAAB AB [4] Safety Record The SAAB 340 has a rather good incident record with only four flights ending in fatalities, however this is considered four times to many. The below table makes note of the four fatal incidents of the SAAB 340 [9] Fatal Incidents Year Airline and Flight Fatalities Reason 1994 KLM city hopper 433 3 The Engine Stalled and the Aircraft struck the ground, the Aircraft broke upon impact 1998 Formosa Airlines 13 The Aircraft has electrical faults and the Crew was disorientated, the plane crashed in the ocean 2000 Crossair 498 10 The Aircraft banked to steep causing a spiral dive and resulted in the aircraft crashing 2011 SOL LÃ ­neas AÃ ©reas 5428 22 The Aircraft whilst flying at FL179 began to pick up ice accretion and by the time the plane descended to FL140 the ice was to server causing the crash The SAAB 340 has had successfully operated for many years with only few fatal accidents which is a testament to the engineering behind the aeroplane however aircraft isnt without incident. Most recently Australian regional aircraft carriers Rex regional airlines has had two engine issues. Firstly, on the 17th of march 2017 the propeller fell off the turboprop engine, followed by the 23rd where the engine on the starboard side came up with warnings causing it to land. These two recent examples showcase how even in extreme circumstances where 50% of the planes engines have been rendered useless the pilots can fly the regional airliner safely to an airport to land. Some other notable instances of the SAAB 340B having mid-air issues include a recent Western Air plane crash at Grand Bahama International Airport where following take off the plane experienced issues with its undercarriage and was forced into an emergency landing where the undercarriage then gave way, the intelligent design of fuselage floor and turboprop-wing integration allowed for the plane to stop without causing any major injuries to the passengers [11]. Conclusion The SAAB 340 series was designed in the 1970s as a cost effective and effect aircraft for SAAB AB to explore commercial aviation, this venture led to one of the most successful regional airliners with more units being sold than any other during its 40-year service history. The structural, aerodynamic and propulsion features although common place in aviation demonstrate the design of the 340 as a simple and effective flyer. The 340 series has basic crew and infer structure requirements however this has allowed for it to fly from city to city and onto the county without changing the undercarriage. Coupled with it relative susses in terms of safety the SAAB 340 is a proven reliable aircraft. Appendix Figure 3 of SAAB 340B, note the ribs and spar in the wing [3] Certified Noise Levels Dowty Rotol Hamilton Sundstrand Fly-Over 78.4 78.2 Side-line 85.9 86.2 Approach 91.8 90.1 Figure 5 giving the noise differences between the two propeller companies [4] Weights lbs Flight Max Take Off 29000 Max Cruise Speed 283 kt Max Landing 28500 Max Operating Altitude 25000 ft Max Zero Fuel 26500 Operational Empty 19000 Max Payload 7500 Max Fuel 5690 Airfield Performance Sea Level ISA ISA+10ÂÂ °C ISA+20ÂÂ °C Take Off Weight (lb) 29000 29000 29000 Take Off Distance (ft) 4220 4460 4680 5000 ft above MSL ISA ISA+10ÂÂ °C ISA+20ÂÂ °C Take Off Weight (lb) 29000 29000 28180 Take Off Distance (ft) 5245 6215 6690 Sector Performance Sea Level 100nm 200nm 300nm 400nm 500nm Take of Weight (lb) 27995 38400 28750 29000 29000 Block Fuel (lb) 610 1000 1330 1630 1920 Block Time (min) 34 56 79 103 129 Passengers with Baggage 34 34 34 34 33 5000 ft above MSL 100nm 200nm 300nm 400nm 500nm Take of Weight (lb) 27920 28180 28180 28180 28180 Block Fuel (lb) 595 975 1295 1580 1865 Block Time (min) 33 55 77 101 126 Passengers with Baggage 34 34 32 31 30 Specifications Payload Range Long Range Cruise Long Range Cruise Length 64 ft 9 in 34 Passengers 445nm 470nm Height 22 ft 11 in Maximum Payload 370nm 400nm Wing Span 70 ft 4 in Propeller ground clearence 1 ft 8 in Engine Cargo Door (HxW) 51 in x 53 in SHP at Sea Level 1870 Sill Height, Passenger Door 5ft 4 in Sill Height, Cargo Door 5 ft 6 in Below is the SAAB 340B Fact sheet, Figure 11 [4] References [1] https://www.linkedin.com/pulse/20140925164339-286946302-saab-340b-aircraft-for-sale, first accessed on 25/03/2017 [2] http://www.flightglobalimages.com/saab-340-cutaway-drawing/print/1569691.html, first accessed on 25/03/2017 [3] http://www.avrosys.nu/aircraft/Transport/282tp100/282Tp100-2.htm, first accessed on 25/03/2017 [4] SAAB 340B/340B Plus document from SAAB AB [5] https://www.geaviation.com/commercial/engines/ct7-engine, first accessed on 25/03/2017 [6] https://au.pinterest.com/pin/387802217889058690/, first accessed on 25/03/2017 [7] https://www.google.com.au/url?sa=irct=jq=esrc=ssource=imagescd=ved=0ahUKEwihxNHz1fDSAhUIS7wKHTEUBywQjxwIAwurl=https%3A%2F%2Fwww.aircraftcovers.com%2Fgeneral-aviation-models%2Fsaab%2F340bvm=bv.150729734,d.dGopsig=AFQjCNHhr5FhS2aG-2oP9r3t8c9LGrvSmQust=1490497467273858, first accessed on 25/03/2017 [8] https://corporate-air.com.au/aircraft-charter/aircraft-types/saab-340/, first accessed on 25/03/2017 [9] https://aviation-safety.net/database/dblist.php?sorteer=casualties,datekeykind=%cat=%page=1field=typecodevar=410%, first accessed on 26/03/2017 [10] https://twitter.com/ABCemergency, first accessed on 26/03/2017 [11] http://www.tribune242.com/news/2017/feb/07/western-air-plane-crash-lands-grand-bahama-interna/, first accessed on 26/03/2017 Other sources of information used but not specifically referenced [12] Aerodynamic and Flight Dynamic Simulations of Aileron Characteristics, by Erkki Soinne Department of Aeronautics Royal Institute of Technology SE-100 44 Stockholm, Sweden [13] http://www.airliners.net/aircraft-data/saab-340/347, first accessed on 25/03/2017 [14] http://saab.com/civil-aerospace/Regional-aircraft/regional-aircraft/Saab-340B/, first accessed on 25/03/2017 [15] http://saab.com/civil-aerospace/aircraft-support-solutions/solutions-and-services-for-other-aircraft-types/technical-information-services/, first accessed on 25/03/2017 [16] https://www.planespotters.net/airframe/Saab/340/185/F-GPKG-Crossair-Europe, first accessed on 25/03/2017 [17] http://solutions.3m.com/wps/portal/3M/en_EU/AerospaceSolutions/Home/Applications/StructuralBondingAircraftComponents/, first accessed on 25/03/2017 [18] https://community.infinite-flight.com/t/saab-340a/70306/11, first accessed on 25/03/2017 [19] http://www.airliners.net/forum/viewtopic.php?t=212045, first accessed on 25/03/2017 [20] SAAB Regional Aircraft, Supporting Your Future brochure from SAAB AB website PART TWO: aircraft data and graphs Manufacturer Aircraft MTOW max range no. pass ref no. Airbus A300-600 375900 4050 266 1 A310 361600 4350 220 2 A318 149900 3100 107 3 A319NEO 166400 4200 124 4 A320 172000 3300 150 5 A321 206100 3200 185 6 A330-200 529100 7250 247 7 A330-300 529100 6350 277 8 A330-800NEO 533500 7500 257 9 A330-900NEO 533510 6550 287 10 A340-200 606300 6700 261 11 A340-300 609600 7300 277 12 A340-500 837800 9000 293 13 A340-600 837800 7800 326 14 A350-800 546700 8200 280 15 A350-900 617300 8100 325 16 A350-1000 681000 7950 366 17 A380 1272000 8200 544 18 Boeing 707-120 248000 2607 181 19 717-200 110000 1440 106 20 727-100 170000 2703 131 21 737-700 154500 4400 149 22 737-800 172500 4000 189 23 737-900 187679 3200 215 24 747-8 987000 8000 410 25 757-200 255000 3910 228 26

20th century poetry Essay

We have been giving to 20th century poems to examine. They are â€Å"Evans† by R. S Thomas and â€Å"Death in Leamington† by Sir John Betjeman. Both poems are about death, but in two very different situations. I will examine the poem Evans first of all. Evans was written by a man called R. S Thomas. He lived from 1913-2000. he was born in Cardiff. He became a clergyman and taught himself welsh so he could work with the people in the hills, because not many of them spoke English at this time. Evans is a 20th Century poem. The poem begins as if the writer is talking to somebody else. It looks like the other person has asked him something like, â€Å"Do you remember a man Evans? † and the writer replies, â€Å"yes, many a time. † The first verse of the poem describes Evans’ house. It talks about the â€Å"bare† stairs and the â€Å"gaunt† kitchen. We can depict from the first verse that Evans was a poor man, his house is not at all well furbished, and he doesn’t have much to his name. Everything that Evans owns has a dull, dreary adjective attached to it, like stark farm and black kettle. His kitchen must be filthy because crickets can be heard. The last line of this verse tells us that he lives on a lone farm upon a hill. From this verse we have found out that this man is poor, lonely and doesn’t really care much about what his house looks like. The 2nd verse tells us that something appals the speaker. He says that it isn’t the darkness around him, which seems to fill his mouth and that it isn’t the tree that the rain drips off. I think the tree is symbolism, because the speaker says, â€Å"of rain like blood form that one tree, weather tortured. † I think he is really describing Evans appearance. The speaker says that it’s the veins of Evans. He sees darkness in them, and that it is â€Å"silting† them. Silt is the thick sandy substance at the bottom of rivers. I think it means that the darkness is trapped in Evans’ veins and that it is slowly killing him. The writer says, â€Å"I left stranded upon the vast and lonely shore of his bleak bed. † The writer believes that he has failed is his job, which is to comfort the sick if they are going to die. The writer feels that he is inadequate and that he hasn’t done what he wanted to. Again we see another dreary adjective attached to one of Evans possessions, his bleak bed. The word lonely is used again here. The writer wants to get the point across that Evans has no one, no family or friends to comfort him, that is why the writer feels so bad that he cant do this for him. This poem is about the bad way to die, all on your own and no one to comfort you. The next poem, Death in Leamington, is about the other way to pass on. Death in Leamington was written by Sir John Betjeman. Poets of his day liked to write poems making fun of the middle class people. The first verse tells us that someone has died, and that it is a woman. It has happened in the late evening. She has died in her bedroom. The room has a plate glass window, which means this place wherever she was staying must has been pretty well off. The second verse gives us a little more insight to the woman. She owned a crochet, which means she must have been quite old. It lay beside her bed, which means she can’t have been too old because she was still able to walk. Again the writer tells us that she is dead.