Plug replaces weld filler as seal in complex casting

Expandable metal plug is inserted to provide a seal to support the mold core with small blocks, referred to as chaplets, during the casting of a complex volute. Weld-warpage and multiple X ray inspection are eliminated by use of this technique

Employers' policies for third age employment – the case for action and the rational for reaction

This paper reports on findings from a study which explores employers’ perceptions of the careers of those in third age employment and the extent to which these organisations have in place policies and practices to manage older worker careers. Drawing on interviews with UK HR managers and advisory bodies, the study finds that there was an absence of formal policies which addressed the career needs of older works despite employers being aware of the issue associated with an aging workforce. Instead employers responded to career related requests from older workers on an ad hoc basis as they felt that specific policies for this group of people would potentially create legal issues for the organisation. Employers also believed that the aged workforce had little impact on their business and as a result did not engage in collective dialogue with older workers about their requirements and instead made assumptions about their career needs

Maximising women's potential in the UK's retail sector

Purpose – A defining characteristic of the UK retail sector is the high number of women it employs but there remains an enduring under-representation of women in its management positions. The majority of women in the industry work part-time and this paper explores the factors that impact upon the career progression. Approach – One thousand questionnaires were completed by store staff in three leading retailers supported by interviews with store staff and SME retailers in the UK’s East Midlands region. Findings – The study revealed continuing barriers to career progression for women working part-time in retailing. Despite family friendly employment policies becoming an increasingly important feature of modern work organisations, career progression was informed by a traditional concept of a career based on full-time working. Research Limitations - the study was limited to one sector, there is a need for further studies into women’s career progression in other sectors reliant on female employment. Practical implications - the findings have implications for promotion policies, training and development provision and line management practices if retailers are to maximise the potential of the women they employ. Originality/Value – The findings, based on both quantitative and qualitative data, suggest that retailing is an industry where a significant number of women are working below their potential despite organisational policies supportive of diversity and equality of opportunity

Female career progression in retailing

Abstract: Purpose – The aim of this paper is to highlight the factors that limit and support female career progression in the retail industry. Design/methodology/approach – The research used a combination of quantitative and qualitative research methods. Data were collected from employees and managers working in 31 stores belonging to national stores operating in the East Midlands as well as ten SME independent retailers based in the region. Findings – The women in this study can be categorised into those women who are not interested in pursuing a career in retail, those that seek promotion but have difficulties balancing the demands of their work and domestic circumstances and those who have actively pursued a career in the industry. Despite these categorisations, the study suggests that the career progression of all female staff is helped and hindered by a number of interrelating factors, such as whether they have a role model, are loyal to the store they work in or have children. Practical implications – It is proposed that career initiatives in retailing need to be more adaptable so that they take account of the different development needs of these three types of women. Originality/value – This is a large-scale study that uses a mixed method approach and considers the opinions of store staff working in a range of roles

IMP-I spacecraft magnetic test program

Magnetic test program for IMP-I spacecraf

Error analysis and corrections to pupil diameter measurements with Langley Research Center's oculometer

Factors that can affect oculometer measurements of pupil diameter are: horizontal (azimuth) and vertical (elevation) viewing angle of the pilot; refraction of the eye and cornea; changes in distance of eye to camera; illumination intensity of light on the eye; and counting sensitivity of scan lines used to measure diameter, and output voltage. To estimate the accuracy of the measurements, an artificial eye was designed and a series of runs performed with the oculometer system. When refraction effects are included, results show that pupil diameter is a parabolic function of the azimuth angle similar to the cosine function predicted by theory: this error can be accounted for by using a correction equation, reducing the error from 6% to 1.5% of the actual diameter. Elevation angle and illumination effects were found to be negligible. The effects of counting sensitivity and output voltage can be calculated directly from system documentation. The overall accuracy of the unmodified system is about 6%. After correcting for the azimuth angle errors, the overall accuracy is approximately 2%

A qualitative study exploring why adults with intellectual disabilities and obesity want to lose weight and views of their carers

Background: Obesity is more prevalent in adults with intellectual disabilities (ID) compared to the general population. Motivations for weight loss may influence engagement with weight management programmes and have only been studied in adults without ID. Aims: To determine reasons given by adults with ID and obesity for seeking weight loss and whether these reasons differ from those of their carers. Methods: Prior to a multi-component weight management intervention, participants were asked “why do you want to lose weight?” Carers were asked their views and these were compared to the answers given by the adult with ID. Responses were themed. The Fisher’s Exact analysis was used to test for any relationship between reasons for seeking weight loss and participants’ level of ID, age, gender and BMI. Results: Eighteen men and 32 women; age 41.6 SD 14.6 years; BMI 40.8 SD 7.5 kg/m2; Level ID Mild (28 %), Moderate (42 %), Severe (22 %), Profound (8 %). Eleven were unable to respond. Six themes emerged; Health; Fitness / Activity / Mobility; Appearance / Clothes; Emotional / Happiness; For Others; Miscellaneous. The most frequent reason given overall and by women was “appearance.” Carers cited “health” most frequently and “appearance” least, rarely agreeing with participants. “Health” was given as a reason more from older adults and those with milder ID. No statistically significant associations were found between reasons for seeking weight loss and BMI age, gender or level of ID but the differing views of adults with ID and their carers were clear. Conclusions: Views of adults with obesity and mild or moderate ID can be collected. The opposing views of adults and their carers may affect motivation for weight loss