Numerical Model of Fragmentation Hazards Caused by a Tank Explosion

The paper analyses the fragmentation of a horizontal cylindrical tank caused by the effect of boiling liquid expanding vapour explosion (BLEVE). A fragmentation model for identification of kinematic parameters is proposed. The originality of the model lies in the introduction of initial acceleration. Using this model, the initial velocity can be assessed without knowing the values of explosion energy and the mass of fragments. The application of this model reduces the uncertainty in assessing the range of fragments and the risk of fragmentation. The initial acceleration of fragments generated in an explosion is assessed according to the geometry and type of the tank material. The initial acceleration, which does not depend on the kinematic parameters of the constant wall thickness of the tank, allows a reliable assessment of the launch angle of a fragment. Characteristic forms of the fragment trajectory are identified, depending on the aerodynamic and thrust acceleration coefficients, and probability distributions of the fragment ranges are given. Relevant factors in the assessment of fragmentation hazards include the trajectory of a fragment, the height of a target and its distance from the tank. It was concluded that aerodynamic fragments at distances of up to 50 m are not a danger to targets of up to 15 m high. Fragments with high air resistance and low thrust can endanger targets of the same height at distances of over 200 m. The presented fragmentation model includes the effect of heating due to the BLEVE effect and can be applied to all types of tanks

The level of correlation between cultural values and system of customer relationship management

Rad prikazuje istraživanje koje je za cilj imalo prepoznati korelacije i razlike određenih kulturnih vrijednosti i ponašanja zaposlenih u poslovnom sustavu te korisnika poslovnog sustava. Istraživanje kulturnih vrijednosti predstavlja osnovu za uspostavljanje željenog ponašanja i temelj za poduzimanje određenih mjera kojima će se formirati kultura i ponašanje zaposlenih koji odgovaraju i poslovnom sustavu i korisnicima. Rezultati istraživanja pokazuju postojanje razlika u sustavima vrijednosti zaposlenih i korisnika značajnih za Customer Relationship Management (CRM), tako što korisnici poslovnog sustava imaju veću samousmjerenost od zaposlenih u poslovnom sustavu, da su skloniji prihvaćanju stimulacija i hedonizmu, ali da istovremeno imaju manje izražene tradicionalne vrijednosti od zaposlenih. Usklađivanje sustava vrijednosti kod zaposlenih i korisnika doprinosi kvalitetnijoj komunikaciji i uspješnijem poslovanju.The purpose of this research paper is to identify the level of correlations and differences between specific cultural values and the employees’ and the customers’ behaviour. The study of cultural values is the basis for establishing desirable behaviour and organizational measures on which the employee’s culture awareness and behaviour are formed to suit both the enterprises and the customers. As indicated by research results, there are differences in the employees’ and the customers’ value systems, which are important for Customer Relationship Management (CRM), so that customers are more self-directed than the employees of the enterprise; they are more prone to accept stimulation and hedonism, and their level of traditionalism is lower than that of the employees. Harmonizing the employees’ and the users\u27 value systems contributes to a higher-quality communication and more successful business

The level of correlation between cultural values and system of customer relationship management

Rad prikazuje istraživanje koje je za cilj imalo prepoznati korelacije i razlike određenih kulturnih vrijednosti i ponašanja zaposlenih u poslovnom sustavu te korisnika poslovnog sustava. Istraživanje kulturnih vrijednosti predstavlja osnovu za uspostavljanje željenog ponašanja i temelj za poduzimanje određenih mjera kojima će se formirati kultura i ponašanje zaposlenih koji odgovaraju i poslovnom sustavu i korisnicima. Rezultati istraživanja pokazuju postojanje razlika u sustavima vrijednosti zaposlenih i korisnika značajnih za Customer Relationship Management (CRM), tako što korisnici poslovnog sustava imaju veću samousmjerenost od zaposlenih u poslovnom sustavu, da su skloniji prihvaćanju stimulacija i hedonizmu, ali da istovremeno imaju manje izražene tradicionalne vrijednosti od zaposlenih. Usklađivanje sustava vrijednosti kod zaposlenih i korisnika doprinosi kvalitetnijoj komunikaciji i uspješnijem poslovanju.The purpose of this research paper is to identify the level of correlations and differences between specific cultural values and the employees’ and the customers’ behaviour. The study of cultural values is the basis for establishing desirable behaviour and organizational measures on which the employee’s culture awareness and behaviour are formed to suit both the enterprises and the customers. As indicated by research results, there are differences in the employees’ and the customers’ value systems, which are important for Customer Relationship Management (CRM), so that customers are more self-directed than the employees of the enterprise; they are more prone to accept stimulation and hedonism, and their level of traditionalism is lower than that of the employees. Harmonizing the employees’ and the users\u27 value systems contributes to a higher-quality communication and more successful business

Da li IoT može biti upotrebljen za ublažavanje rizika u prehrambenom lancu snabdevanja

The Internet-of-Things are new, but extremely promising multiple technologies that will revolutionize food supply chain and the way we are selecting and buying food. Combination of ubiquitous cell-phone usage, ability to %communicate% with food packaging and transfer specific information regarding risks immediately at the any point on the globe is offering much higher standard of consumer safety

Manager´s assessment of organizational culture

This paper analyzes the dimension of organizational culture assessment by managers, in order to diagnose the results of the research directions of changes in management that contributed to the successful functioning of the organization. The research encompassed 168 managers within 8 companies of different structure and ownership type. A Pareek questionnaire was used to measure the dimensions of corporate culture. The managers have expressed their opinions on different corporate culture dimensions on a 4-level scale. In particular, the following were considered: openness, confrontation, trust, authenticity, proactivity, autonomy, cooperation and attitude towards experimenting. Determining dominant corporate culture dimensions has primarily a purpose of identifying: the current state of value dimensions of culture, differences between opinions of managers in public sector versus those in production companies, differences between opinions pertinent to different managerial levels, and opinions about possible impact of certain dimensions of corporate culture on behavior of employees within the companies encompassed in the study. Survey results indicate a clear difference in the assessment of organizational culture in relation to the level of managers, types of organizations (manufacturing or service) and ownership status of the organization (public or private). Higher levels of management rate higher the majority of dimensions of organizational culture as compared to the lower levels of management. Managers of manufacturing industrial systems rate higher the dimensions of organizational culture in comparison with the managers of the service sector. Managers, as bearers of the culture, can contribute to establishment of desired cultural values that will promote the development of organization. In the long turbulent transition period that Serbia has been going through – and which has a negative impact on business performance of the companies – it is vital to determine the difference between the existing values and those desired that would contribute to the fastest development of the companies

Life Cycle Assessment of Different Waste Lubrication Oil Management Options in Serbia

On average, approximately 22 thousand tons of new lubrication oil were marketed annually in Serbia in the period 2015–2019. Less than 20% of the waste lubrication oil (WLO) generated was treated, whereas the remainder was mostly uncollected or improperly disposed of. The purpose of this study is to examine different WLO management scenarios that could be implemented in Serbia in the future and to quantify their potential environmental benefits. Different WLO treatment processes (namely the re-refining of used oil for base oil recovery, the use of WLO as a substitute to fossil fuels in cement kilns, and the combustion of WLO in waste incinerators with energy recovery) were evaluated using the life cycle assessment (LCA) and ReCiPe 2016 impact assessment methods. The LCA results obtained indicate that no single WLO treatment process consistently exerts diminished environmental impacts according to all the impact categories considered. From a human health perspective, the incineration of WLO in waste incinerators was found more favourable than the other treatment processes considered, whereas the combustion in cement kilns was the most favourable approach with regard to ecosystem protection. In terms of fossil fuel savings, re-refining technologies performed slightly better than the other processes considered. This can be accounted for by significant amounts of marketable co-products generated in the re-refining process, which can be used as a substitute to fossil-based primary products. Furthermore, a total of four possible WLO management scenarios were developed on the basis of the annual quantities of untreated WLO and a mix of treatment options. The results obtained indicate that up to 22,100 t CO2 equivalent and 34,300 t oil equivalent could be saved annually in Serbia provided the most favourable WLO management scenario is considered