A REVIEW OF THE HISTORY OF THE CORONAVIRUS DISEASE 2019

The coronavirus (CoV) family has many more pathological causes for humans and animals. CoV disease 2019 (COVID-19) has spread very rapidly worldwide is endemic, was first identified, isolated from pneumonia, and sourced to Wuhan is located in central China in 2019. The last reports have proposed that severe acute respiratory syndrome-associated CoV (SARS-CoV) deems altered CoV from bat source that came to many people as a due of zoonosis relocation. CoV was treated as a simple non-fatal virus until 2002, then started showing deaths SARS-CoV-1 from 2003 at a rate of 9.6%, in 2004, the Centers for Disease Control and the World Health Organization (WHO) declared of emergency. Middle East respiratory syndrome CoV has been discovered in dromedaries and has continued to kill humans since 2012, and the WHO was confirmed by the Chinese government of several cases of pneumonia by the end of 2019 and these cases were related to the Seafood Market in Huanan, 2020, was the COVID-19 pandemic, this virus was able to spread rapidly among people in most countries of the world, which made the proportion of mortality is rising very alarmingly. Therefore, all states must be careful and take precautionary measures to avoid infection. In this article, we review the origin of CoVs, their global transmission map, and their path of entry into humans

Mn+2 and Cd+2 Removal from Industrial Wastewater Using Phillipsitic Tuff from Jabal Uniza, Southern Jordan

Southern Jordanian natural zeolitic tuffs outcropped in Uniza volcano have been investigated and tested for their heavy metals' removal capacity. The main species identified in Uniza natural zeolitic tuffs are: phillipsite and, subordinately, chabazite. The effects of particle size and stirring time were examined in the removal experiments. Two types of Uniza phillipsitic tuff were used in the removal of Mn+2 and Cd+2 from treated industrial wastewater. The first type is the reddish bulk sample (UZ1), while the second type is the separated size (UZ2) fraction between 1 and 0.3 mm. Batch and column tests were performed to determine the removal capacity of Mn+2 and Cd+2 from treated industrial wastewater. In batch experiments (static regime), the use of UZ2 type shows a higher removal percentage of Mn+2 and Cd+2 compared to UZ1 type for the same time. The results of column experiments indicate that toxic metal ions such as Mn+2 and Cd+2 can be removed with approximately 100% efficiency from industrial wastewater containing similar ions using Jordanian zeolitic tuff. In dynamic regime, by using UZ1 the manganese ions (Mn+2) were completely removed up to 57 BV (1.71 L) and the zeolite exhaustion took place after more than 112 BV (3.36 L), while by using UZ2 the manganese ions were completely removed up to 67 BV (2.01 L) and the zeolite exhaustion took place just around 114 BV (3.42 L). For an efficient cadmium ions removal, the use of UZ1 sample showed a complete removal up to 85 BV (2.55 L) and the zeolite exhaustion took place after more than 129 BV (3.87 L), while the use of UZ2 showed that the Cd+2 ions were completely removed after 151 BV (4.53 L) and the zeolite exhaustion took place after more than 205 BV (6.15 L)

Thermal Conductivity, Thermal Diffusivity and Specific Heat Of Se98 In2-χSnχ (χ=0,0.5,1,1.5) Semiconducting Glasses

Measurements of thermal conductivity (λ) and thermal diffusivity (χ) of Se98 In2-χSnχ(χ=0,0.5,1,1.5) semiconducting glasses have been presented in this paper. The measured values of both λ and χ have been used to determine the specific heat per unit volume (pcp) of these glasses and in the Composition range of investigation. Both λ and χ are found to increase systematically with the addition of Sn. This compositional dependence behavior of λ and χ is attributed to the replacements of the original structural units by Se-Sn units. These new structural units increase the cohesive energy of the system and account for the observed increase in λ and χ. The type of bond, iono-covalent, which Sn makes with Se as it is incorporated in Se-In-Sn glass, is in support of our results

Crystallization Mechanism and Thermal Stability of Se98 In2-χ Snχ (χ=0.0.5,1,1.5) Semiconducting Glasses

Results of Differential Scanning Calorimeter (DSC) under non isothermal condition on Se98 In2-χ Snχ (χ=0.0.5,1,1.5) chalcogenide glasses have been reported and discussed. ln the glassy region, the dependence of the glass transition temperature Tg on the heating rate or obey a power law, Tg=To{ɑ}ʏ ,and the glass transition activation energy decreases with the addition of Sn. The crystal growth kinetics has been investigated using Kissinger, Gao et.al, and Ozawa equations. Results indicate that the crystallization activation energy decreases and the crystallization ability is retarded, due to the formation of cross-linked structure, with the addition of Sn. Besides to that the crystal growth is found to occur in 2-dimensions. Investigation of thermal stability through the calculations of the temperature difference TC-Tg, S-parameter, Hruby number, crystallization rate factor and the enthalpy released during the crystallization process, indicates that Se98 In0.5 Sn1.5 glass is thermally most stable in the composition range of stud

Developing diversity strategies to address complex operating environments

With the change in the economic structures of Western industrialised countries and the shift of traditional industries towards knowledge and services in recent decades the challenge to stay competitive in increasingly globalised culturally diverse markets continues to be a priority for organisations. Of central importance is the need to acknowledge, utilise and share the diversity of employees' knowledge, particularly tacit knowledge that is ethnically influenced, a resource that is enormously rich yet overlooked, undervalued and under-utilised in the employment market. This PhD dissertation focuses on the implications of the knowledge era for how organisations manage their culturally diverse workforce. The purpose of the research is to explore the organisational strategies required for Australian businesses to support and encourage the development and sharing of knowledge between employees of different cultural and ethnic backgrounds. Arising from an extensive review of the literature on both Diversity and Knowledge Management, a framework for a holistic Diversity Knowledge Management/Sharing (D-KM/S) Strategy was developed. This framework identified the need for organisations to develop a productive diversity management model that consists of a number of elements including a two-way communication strategy, training in cultural intelligence (CQ) and the development of opportunities for social networking through Communities of Practice. A four-phased process for the organisational journey towards a holistic D-KM/S Strategy was proposed. An initial audit of several Australian organisations recognised for their award-winning diversity management strategies confirmed the validity of this framework. The framework was then used to underpin the qualitative interpretive case study of three of the organisations that had been part of the initial audit to determine to what extent these organisations had succeeded in progressing through these phases towards the final holistic D-KM/S Strategy. In so doing, the candidate also focused on the role of the Human Resources Department (traditionally responsible for implementing diversity policy within organisations) in implementing a more holistic approach. From a comparison of the findings from the primary research the candidate concluded that while each organisation had progressed through several of the phases towards a holistic D-KM/S Strategy, they differed in their progress and none had as yet achieved the final phase. The study did identify two additional elements that require further research which relate to the potential of Information Technology to provide opportunities for social networking, and the potential of 'narrative' to be used to share culturally influenced stories. The research concludes that the organisational strategies required for Australian businesses to support and encourage the development and sharing of knowledge between employees of different cultural and ethnic backgrounds includes: first, a productive diversity strategy that acknowledges both the explicit and tacit knowledge that a multicultural workforce brings to an organisation; and, second, processes that embed two-way communication opportunities for employees and managers, training in CQ for an increased number of managers and employees, greater support for social networking opportunities through Communities of Practice (supported by Information Technology tools), and encouragement of opportunities for employees to share cultural narratives. In addition, the thesis proposed an increased role for the Human Resources Department (working closely with line managers) in the achievement of a holistic D-KM/S Strategy

Cost-benefit analysis for multiple agents considering an electric vehicle charging/discharging strategy and grid integration

An increasing number of electric vehicles (EVs) will be charged/discharged in EV charging stations (EVCSs) in distribution systems. Grid-2-vehicle (G2V) and vehicle-2-grid (V2G) operation of EVs are economically and technically rewarding only when an optimal G2V/V2G strategy is properly developed. In this study, a scheduling scheme is developed which mainly focus on guaranteeing the rewards of all agents (e.g EVs, EVCSs, and electricity suppliers (ESs)) participating in V2G and G2V operation. Based on the proposed strategy, EVs independently plan their charging/discharging depending on the shortest driving route and cost/benefit offered by EVCSs. Furthermore, each EVCS finds the best ES to purchase electricity from the wholesale market. The benefits of all agents in EV’s V2G and G2V operation are taken into account by formulating three optimization problems. Each problem belongs to each agent. To implement the proposed strategy, a cloud scheduling system is operated to collect required information from all agents, solve the optimization problems, and ultimately send the results to relevant agents. Optimal hourly electricity prices are determined for the three agents. For simulation purposes, nine EVCSs and three ESs are facilitated for charging/discharging of EVs to visualize and validate the modeling results. The results show that by implementing the proposed strategy, the cost of EVs decreases by 18%, and the revenues of EVCSs and ESs are raised by 21% and 23%, respectively, compared to the case in which EVs do not use the proposed strategy in EV’s V2G and G2V operation

Marker hiding methods: Applications in augmented reality

© 2015 Taylor & Francis Group, LLC.In augmented reality, the markers are noticeable by their simple design of a rectangular image with black and white areas that disturb the reality of the overall view. As the markerless techniques are not usually robust enough, hiding the markers has a valuable usage, which many researchers have focused on. Categorizing the marker hiding methods is the main motivation of this study, which explains each of them in detail and discusses the advantages and shortcomings of each. The main ideas, enhancements, and future works of the well-known techniques are also comprehensively summarized and analyzed in depth. The main goal of this study is to provide researchers who are interested in markerless or hiding-marker methods an easier approach for choosing the method that is best suited to their aims. This work reviews the different methods that hide the augmented reality marker by using information from its surrounding area. These methods have considerable differences in their smooth continuation of the textures that hide the marker area as well as their performance to hide the augmented reality marker in real time. It is also hoped that our analysis helps researchers find solutions to the drawbacks of each method. © 201

The impact of internal service quality on job satisfaction in the hotel industry

Service quality is a key factor for success in any hotel. Many researchers have conducted studies on service quality, but only a few studies have been conducted on internal service quality (ISQ) in general, and in the hotel industry in particular. Since there is no general agreement among researchers on the measurement of ISQ, many studies have used SERVQUAL instrument to measure the employees’ perceptions of ISQ. The purpose of this study is to explore the influence of ISQ on employee’s job satisfaction in five-star hotels in Jordan. The current study was carried out by measuring the data gathered through a seven-point Likert scale. The quantitative survey method was applied, and therefore the SERVQUAL instrument was used to measure ISQ, and the Job Satisfaction Survey (JSS) was used to measure job satisfaction. Data obtained from a sample of 238 respondents drawn from 14 five-star hotels in Jordan were analysed with the SPSS software based on descriptive statistics. The study’s findings indicated that the ISQ of five-star hotels in Jordan has a significantly positive influence on an employee’s job satisfaction. These findings support the hypothesis that there is a positive relationship between ISQ in the hotel industry and industry employees’ job satisfaction.Keywords: hotels, internal service quality, job satisfactio

The Impact of Organizational Climate upon the Innovative Behavior at Jordanian Private Universities as Perceived by Employees: A Field Study

The study aims at investigating the impact of organizational climate on the innovative behavior at Jordanian private Universities. To achieve the purposes of this study, a questionnaire was developed and distributed to 841 employees, of which 612 questionnaire were analyzed. The Statistical Package of Social Sciences (SPSS.15) was used to analyze the relevant data. The results indicate that the level of the perception of the respondents towards the dimensions of organizational climate was medium, and their perceptions towards the innovation behavior were high. In addition, the study finds out there was a significant effect with statistical indicators for the dimensions of the organizational climate on the innovation behavior among respondents. The study recommends the need to enhance and develop the employees and to allocate sufficient funds to support the employees creativity at Jordanian private Universities through a good system of incentives.Key words: Organizational climate; The innovative behavior; Jordanian private universitie