一种氮掺杂石墨烯-MnO<sub>2<-sub>复合材料及其制备方法

本发明提供了一种氮掺杂石墨烯-MnO2复合材料及其制备方法，本发明提供的方法将锰源化合物溶液和氧化石墨烯溶液混合后加入过硫酸铵加热反应，得到氮掺杂石墨烯-MnO2复合材料；该方法不仅能够一步实现氧化石墨烯的还原，氮原子掺杂和MnO2的负载，且得到的复合材料中的MnO2为线状，进而增大了其在复合材料中的比表面积，使得得到的复合材料的催化活性大大增强

金属空气电池

本发明公开了一种金属空气电池，包括单体电池、设置于所述单体电池顶部的上盖板和设置于所述单体电池底部的下盖板；所述单体电池包括依次固定连接的引流板、阴极层、电解液容器和阳极板，所述阴极层和阳极板分别贴合在所述电解液容器的两侧且能够与所述电解液容器内的电解液接触，所述引流板与所述阴极层背离所述电解液容器的一侧贴合；所述上盖板的上侧设置有进液口，所述下盖板的下侧设置有出液口，电解液能够经所述进液口进入所述电解液容器且经所述出液口排出所述电解液容器。该金属空气电池可以有效地解决金属空气电池的结构松散的问题

金属空气电池阴极及其制备方法

本发明提供了一种金属空气电池阴极的制备方法，包括：A)将导电剂、粘结剂和溶剂混合，搅拌，得到浆料；将集流层原料浸渍在浆料中，烧制得到疏水层；B)将润滑剂、导电剂、粘结剂和溶剂混合，得到浆料；将所述浆料挤出，拉伸，烘干，得到混合物；将所述混合物在疏水层表面挤压成膜；C)将催化剂、粘结剂和溶剂混合得到浆料，将浆料喷涂到所述膜上，得到催化层；D)将所述催化层和疏水层热压、烧制得到金属空气电池阴极。本发明的电池先在疏水层表面制备一层膜，作为催化剂的载体，膜的组分经过挤出和拉伸成纤维化分布，能较强的固定在疏水层上，具有较好的结构强度，而后通过热喷涂将催化剂喷涂。本发明的催化层具有优异的电池性能和稳定性

Fence Sitters vs. Competent Staff

[[abstract]]企業會對屬下的工作表現做一評估，以了解員工完成工作任務水準的情況，並從評估中辨認出員工的優、缺點以做為員工訓練、發展的參考。績效評估的主要目的在於提供資訊以供企業進行人事決策以及員工發展的參考。因此，績效考核當然成為員工獎懲、加薪升遷的重要參考依據。員工受到激勵而在工作上表現優異時，管理者如何看待其他績效未提升之員工？而績效考核的結果是否運用在內部員工關係上？若考核只憑印象或私交或有不公平時，對於員工的士氣造成很大打擊，甚至導致衝突發生，對於整個組織將產生嚴重負面的影響。 本個案取自一家本國成立的商業銀行台中分行放款部門，柯先生過去10年來一直待在銀行的借貸部門，業務能力非常強。其同事胡先生銀行資歷約6年，其業績表現平平與主管之交情相當有一套。林專員係從別家銀行跳槽過來的經驗行員。吳經理是人人公認之好好經理，有一天，總行來了一只公文表示該單位業績不如預期必須將人力精簡為二人，吳經理迫於現實而將林專員砍頭，以致後來造成內部相關員工之間關係不合諧、工作氣氛不佳，而後的考核與晉升亦處理失當導致銀行內整體士氣大減、績效不佳。本個案探討的重點包括衝突管理、績效考核、內部員工關係、升遷政策…等。[[abstract]]Enterprises conduct appraisals on the staff members for an understanding of the completion standard of tasks. Hence, enterprises can evaluate the strengths and weaknesses of the staff from the appraisals and formulate related staff training and development. The main objective of performance evaluation is to provide information to enterprises for human resource decision-making and staff development as references. Therefore, the performance evaluations become important references to the rewards and punishments, salary increase, promotion and deployment of the staff. How does the management handle other staff members who have not yet attained the performance levels when certain staff members have achieved excellent performance after motivation? Are the performance results employed in the staff relationship? Should the evaluations be conducted based on impressions or personal acquaintances or in an unfair manner, the morale of the staff shall be materially impacted and conflicts may result, which shall contribute to extreme adverse effects on the entire organization. This case is based on the situation of a loan department at a Taichung branch of a commercial bank established in Taiwan. Mr Ko has been working in the loan department of the bank for the past ten years and he is very competent as to business perspective. His colleague, Mr Hu has been working in the banking industry for six years. The performance of Mr Hu is fair, and yet he is good at establishing relationships with supervisors. Mr Lin is an experienced staff member from another bank while Manager Wu is a good manager recognized by all the staff members. The headquarters announced the department did not perform as anticipated one day and should be streamlined to two staff members. Mr Hu was then forced to dismiss Mr Lin, bringing about the disharmonic relations between the related internal staff members and a poor working atmosphere. The general morale of the bank was substantially lowered and the performance was impacted due to improper handling of performance and promotions afterwards. This case-study focuses on conflict management, performance evaluation, internal staff relationships, promotions and deployment policies, etc

一种供电系统

本发明公开了一种供电系统，包括电池堆，所述电池堆包括至少一个金属空气电池单体，且所述电池堆具有电解液进口和排液口，所述金属空气电池单体包括电解液容器，所述电池堆的电解液进口与所述电解液容器内部连通；电解液箱，所述电解液箱的出液口与所述电池堆的电解液进口通过管路连通，且所述电池堆和电解液箱之间的管路上设有第一阀门。当需要供电时，通过电解液箱给电池堆注入电解液，进而保证每个金属空气电池单体正常供电。当断电时，可以将电池堆内部的液体经过排液口排出。由上可知，该供电系统可以重复利用，寿命较长，且较环保，不存在安全隐患