An adaptive learning control system for aircraft

A learning control system and its utilization as a flight control system for F-8 Digital Fly-By-Wire (DFBW) research aircraft is studied. The system has the ability to adjust a gain schedule to account for changing plant characteristics and to improve its performance and the plant's performance in the course of its own operation. Three subsystems are detailed: (1) the information acquisition subsystem which identifies the plant's parameters at a given operating condition; (2) the learning algorithm subsystem which relates the identified parameters to predetermined analytical expressions describing the behavior of the parameters over a range of operating conditions; and (3) the memory and control process subsystem which consists of the collection of updated coefficients (memory) and the derived control laws. Simulation experiments indicate that the learning control system is effective in compensating for parameter variations caused by changes in flight conditions

An adaptive learning control system for aircraft

A learning control system is developed which blends the gain scheduling and adaptive control into a single learning system that has the advantages of both. An important feature of the developed learning control system is its capability to adjust the gain schedule in a prescribed manner to account for changing aircraft operating characteristics. Furthermore, if tests performed by the criteria of the learning system preclude any possible change in the gain schedule, then the overall system becomes an ordinary gain scheduling system. Examples are discussed

Supervisors’ perception towards diversity management: a strategic tool or an operational nightmare?

The study explores supervisors’ perception of diversity management and the level of exchange relations in supporting diversity goals. It seeks to fulfil a knowledge gap by exploring supervisors perceived self-motivation and commitment, perceived organisational support and leader-support exchange towards diversity management. In-depth, critical interviews were conducted with 16 supervisors aiming to explore their perception and insights. The adoption of a qualitative method, coupled with the use of social exchange theory has resulted in a study that gives a voice to the key participants in the implementation of diversity management strategies. The findings show that organisations need to develop positive exchange relations between leaders and supervisors to support the delivery of expected supervisory work and role outcomes in diversity. Effective relations will enable organisations to address diversity needs and enhance individual self-motivation in supporting the successful implementation of diversity strategies

Migrant workers and human resource development practices in the hotel sector: a case of Cyprus

Purpose: This paper aims to investigate the human resource development (HRD) practices amongst migrant workers using a cross-national survey. The literature review has shown that there is a need to provide a comprehensive understanding of the significance of HRD in the hotel sector and its role in developing migrant workers skills. Moreover, hotels that have training and development opportunities tend to support their employees in training their people-to-people and other soft skills. Design/methodology/approach: This study adopted a quantitative approach using a self-administered questionnaire, employing a purposive sampling strategy to target key participants (hotel managers/supervisor/owners) across Cyprus. Findings: The findings show that most hotels only provide operational, informal level training to all their migrant workers. The key findings present a sector that currently does not plan for sustainable HRD practices and learning with casualisation being the dominant strategy to cope with changing demand for labour. Those few hotels that do have long-term HRD practices have seen an impact on their organisational performance as well as increased migrant workers skills. Practical implications: In practice, Cypriot hotels need to focus their attention on their long-term strategic goals. The development of their migrant employees may help enhance organisational performance in the long-term. However, further research is needed to explore current perceptions amongst migrant workers and how they perceive their long-term role in the industry. Originality/value: This paper contributes to the existing HRD literature since the training and development of migrant employees in Cypriot hotels have not been researched during the recession. HRD insights will enable policy makers and employers to improve current training infrastructure for migrant workers and add to the debate around the importance of HRD strategy in advancing organisational performance in such a transformational business environment

Students’ perception towards hospitality education: an Anglo-Cypriot critical study

The study investigates hospitality students' attitude towards hospitality education and hospitality careers. A qualitative approach was adapted to record students' attitude in the UK and Cyprus. The findings revealed that participants share common concerns and expectations regarding hospitality education and careers. A number of cognitive-person and external variables are perceived to act as influencing factors on hospitality education and careers, raising questions with regard to the student preparedness for the industry. This study provides a theoretical underpinning to hospitality literature that can be used to further fruitful thinking with implications for practice and further research

Can learning organisation and affective commitment contribute towards employee retention: the case of engineering organisations in the Gulf Cooperation Council Countries?

This working paper presents the key parameters of an exploratory study on the role of learning organisation (LO) and affective commitment (AC) towards employee retentions amongst engineering companies in Gulf Cooperation Council Countries (GCCC). It seeks to address current knowledge gap and evaluate the applicability of the LO model across national boundaries with an emphasis of the role of culture as an influencing factor to determine perception around LO within GCC context, as well as to assess how LO and AC might impact the employees' retention. A pragmatic (positivistic/realistic) epistemology has been adopted to design the data collection approach through two stages: first stage will be verifying the key dimensions of LO within engineering organisations through in-depth interviews with employees. This is given the nature of the study at the first stage to be inductive to identify those key dimensions. Second stage will be testing key hypothesis through a multi-level survey. The study has developed a framework by considering the Fifth Discipline of Peter Senge (1992) and Pedler (1997) and Marsick and Watkins' Dimensions of Learning Organisation (DLOQ) instruments to achieve the study objectives. The framework has taken into consideration the individual, group and organisational levels of LO. The study will provide useful insights to inform policy makers, organisations and Human Resource professionals' future thinking on managing individual talents in the region