A numerical study on the design trade-offs of a thin-film thermoelectric generator for large-area applications

Thin-film thermoelectric generators with a novel folding scheme are proposed for large-area, low energy-density applications. Both the electrical current and heat transfer are in the plane of the thermoelectric thin-film, yet the heat transfer is across the plane of the module - similar to conventional bulk thermoelectric modules. With such designs, the heat leakage through the module itself can be minimized and the available temperature gradient maximized. Different from the previously reported corrugated thermoelectric generators, the proposed folding scheme enables high packing densities without compromising the thermal contact area to the heat source and sink. The significance of various thermal transport, or leakage, mechanisms in relation to power production is demonstrated for different packing densities and thicknesses of the module under heat sink-limited conditions. It is shown that the power factor is more important than ZT for predicting the power output of such thin-film devices. As very thin thermoelectric films are employed with modest temperature gradients, high aspect-ratio elements are needed to meet the - usually ignored - requirements of practical applications for the current. With the design trade-offs considered, the proposed devices may enable the exploitation of thermoelectric energy harvesting in new - large-area - applications at reasonable cost.Comment: 26 pages,5 figures, post-peer-review, pre-copyedit version of an article published in Renewable Energ

Exploitation of Transparent Conductive Oxides in the Implementation of a Window-Integrated Wireless Sensor Node

Exploitation of transparent conductive oxides (TCO) to implement an energy-autonomous sensor node for a wireless sensor network (WSN) is studied and a practical solution presented. In the practical implementations, flexible and rigid substrates that is polyimide and glass, are coated with TCO, namely aluminum doped zinc oxide (AZO). AZO-coated flexible substrates are used to form thermoelectric generators (TEG) that produce electricity for the sensor electronics of the node from thermal gradients on a window. As the second solution to utilize AZO, its conductive properties are exploited to implement transparent antennas for the sensor node. Antennas for a UHF RFID transponder and the Bluetooth radio of the node are implemented. A prototype of a flexible transparent TEG, with the area of 67 cm2 when folded, was measured to produce power of 1.6 uW with a temperature difference of 43 K. A radiation efficiency of -9.1 dB was measured for the transparent RFID antenna prototype with the center frequency of 900 MHz. Radiation efficiencies between -3.8 dB and -0.4 dB, depending on the substrate, were obtained for the 2.45 GHz Bluetooth antenna.Comment: 10 pages, 14 figures, last author version accepted for publication in IEEE Sensors Journa

Spectrum, Volume 13, Number 3

Highlights include: WWPT will soon be transmitting a low power, on campus only, radio wave which can run continuously for 24 hours. WWPT currently broadcasts on 90.3. The new frequency is likely to be 91.5 pending further testing --Opening soon in former room SI 10, next to the radio station, is The Marche, which will offer a variety of grill and fast food items --The GE Scholar Program consists of students from a wide variety of ethnic backgrounds, many of whom are commuter students. Each scholar is awarded $2,000 per year and each participant in turn, contributes to the community --After seeing limited time in the Pioneer back field last season behind four-year starter Ron Stopkoski, Brian Ihlefeld has arrived as a strong and elusive runner this season as well as a big play maker for the SHU gridders --The varsity crews have their first competition this Sunday in Mystic, CT, where they will compete in the Great Pawcktuck Paddle or Row Race --The men’s soccer team is on a tear after winning 4 in a row --Women’s field hockey team has increased the win column to 4-1 with their recent victories over Manhattenville, Albany and Keene State

Challenges and Needs for Support in Managing Occupational Health and Safety from Managers’ Viewpoints

Proper working conditions and successful occupational health and safety (OHS) management help organizations achieve their targets and support the quality of working life and performance. Work-related stress, conflicts, work ability issues, ill health, and other challenging OHS situations in the workplace may impede the well-being and productivity of employees. According to OHS legislation, employers are responsible for managing risks and solving problems in the work community. Challenging situations can be viewed from the perspective of efficiency, since their economic effects may be remarkable. The objective of this study is to describe the challenging OHS situations managers encounter and the support they require in these situations. The results are based on thematic interviews and inquiries with top, middle, and front-line managers in three Finnish public sector service organizations. The most challenging OHS management situations are related to the administration of work under high economic pressure and constant changes in the work community, managing employee workload and time pressures, providing feedback, facilitating collaboration, and managing conflict. The managers’ own understandings, competences, and resources, as well as organizational supports, have an effect on successful resolutions of challenging OHS management situations

The Management of Occupational Health and Safety: Managers’ Perceptions of the Challenges, Necessary Support and Organisational Measures to support Managers

The management of occupational health and safety (OHS) in the workplace imposes a regulatory, moral and economic obligation on organisations, while the successful management of OHS contributes to both employees’ well-being and organisational performance. Hence, aspects of OHS are increasingly embodied in the overall management system of organisations and included in the managerial activities. Managers at different organisational levels play a significant role in improving OHS, with their commitment to OHS being generally considered one of the most important factors that influence successful OHS management and culture. Nevertheless, the management of OHS may be very dependent on individual managers within organisations, whereas it should actually be based on regulatory requirements and organisation-specific OHS policies and procedures. There exists a need to support managers so as to achieve real advances in OHS. In order to support both organisations and managers in the continuous improvement of OHS, information regarding effective OHS management is needed. Accordingly, information is required concerning the challenges that managers face, as well as how they can best be supported in relation to OHS management.This study discusses the management of OHS as an aspect of managerial work and from managers’ point of view. The qualitative study aims to develop new knowledge regarding the challenges and necessary support associated with managing OHS, as well as to suggest organisational measures that can be applied to support managers’ OHSrelated work. The results are based on the prior OHS literature and three empirical substudies. In sub-study 1, thematic interviews (n=17) and qualitative inquiries (n=55) were carried out with top, middle and frontline managers from three public service organisations (a governmental expert organisation, a municipal social and healthcare service unit and a public vocational education organisation). In sub-study 2, thematic interviews (n=49) were carried out with middle and frontline managers from five industrial companies (a chemical processing company, an energy production company and three industrial service companies). In sub-study 3, a literature review and related categorisation were supplemented with thematic interviews (n=17) in a governmental expert organisation. The results of the sub-studies were used in the construction of a conceptual framework of organisational measures intended to support managers with regards to OHS management. The study approaches OHS management from the managers’ viewpoint, which has only rarely been studied.According to the participating managers, the most challenging OHS management situations found in public organisations are related to the psychosocial risks contained within the work environment. The managers considered their employees’ mental overload, instances of negligence and the consideration of individual needs to be difficult OHS issues to manage. Due to the current economic situation and the associated lack of resources, the managers perceived both pressure and concern in relation to their employees’ well-being. In the industrial organisations, managerial overload, production pressure and role conflicts were perceived as the main factors that hinder the managers' commitment to OHS. However, the managers did not request more resources from upper management, presumably due to the tight economic situation. In order to cope with difficult OHS situations, the managers focused on individual relations and emotional support from their immediate superior, their colleagues, and OHS and human resources (HR) professionals.The conceptual framework of organisational measures intended to support managers in OHS management includes top management support regarding OHS management, uniform and simple OHS procedures, and the systematic development of OHS management. Developing consistent OHS attitudes and commitment among all the managers requires strong support on the part of top management. An emphasis on leadership development is important for managers to be able to motivate their employees’ OHS participation and compliance and, hence, improve OHS performance. Existing management development practices, for example, management training, can provide easy ways to incorporate OHS management and leadership perspectives into general management development. Developing the support, resources and understanding of managers in relation to OHS may considerably improve both employees’ well-being and the performance of organisations.This dissertation contributes to the research by providing new knowledge regarding OHS management from the managers’ point of view, in the organisational context and in relation to organisational performance. Moreover, it provides a research-based conceptual framework for evaluating and developing OHS management within various organisations. The dissertation also provides a practical contribution by discussing OHS management as an integral part of general management and by pointing out the managers’ central role in improving OHS. Moreover, it suggests practical organisational measures to support managers and promote their consistent commitment to OHS.Työterveyden ja -turvallisuuden (TTT) johtamiselle on organisaatioissa lainsäädännön asettamia, moraalisia ja taloudellisia velvoitteita, ja onnistunut TTT-johtaminen tukee työntekijöiden hyvinvointia ja organisaatioiden suorituskykyä. TTT-näkökohdat sisältyvät yhä enenevissä määrin organisaatioiden johtamisjärjestelmiin ja esimiesten tehtäviin. Eri organisaatiotasojen esimiehillä on merkittävä rooli TTT:n edistämisessä, ja heidän sitoutumisensa työterveyden ja turvallisuuden kehittämiseen on yksi tärkeimmistä tekijöistä TTT-johtamisen onnistumisessa. Kuitenkin joissain organisaatioissa TTTjohtaminen on hyvin henkilösidonnaista, kun sen pitäisi perustus lainsäädännön vaatimuksiin ja organisaation TTT-politiikkaan ja menettelytapoihin. Esimiehiä on tarpeen tukea, jotta TTT:ssä voidaan saavuttaa aitoa kehitystä. Jotta organisaatioita ja esimiehiä voidaan tukea TTT:n jatkuvassa kehittämisessä, tarvitaan tietoa tehokkaasta TTT-johtamisesta. Lisäksi tietoa tarvitaan niistä vaikeuksista, joita esimiehet kokevat ja niistä keinoista, joilla esimiehiä voidaan tukea TTT-johtamisessa.Tämä tutkimus tarkastelee TTT-johtamista osana esimiestyötä esimiesten näkökulmasta. Tämän laadullisen tutkimuksen tavoitteena on tuottaa uutta tietoa niistä vaikeuksista ja tuen tarpeista, joita esimiehet kokevat TTT-johtamisessa. Lisäksi tutkimuksessa esitetään organisatorisia keinoja, joilla esimiehiä voidaan tukea TTTjohtamisessa. Tulokset perustuvat TTT-johtamisen aiempaan tutkimukseen ja kolmeen empiiriseen osatutkimukseen. Osatutkimuksen 1 aineistona olivat eri organisaatiotasojen esimiesten teemahaastattelut (n=17) ja laadulliset kyselyt (n=55) kolmessa julkisessa organisaatiossa (valtion asiantuntijaorganisaatio, kunnallinen sosiaali- ja terveyspalvelujen yksikkö sekä ammatillinen oppilaitos). Osatutkimuksen 2 aineistona olivat keskijohdon ja lähiesimiesten teemahaastattelut (n=49) viidessä teollisessa organisaatiossa (kemianteollisuus, energiantuotanto sekä kolme teollisten palvelujen tarjoajaa). Osatutkimuksessa 3 kirjallisuuden perusteella laadittua luokittelua täydennettiin teemahaastatteluilla (n=17) valtion asiantuntijaorganisaatiossa. Näiden osatutkimusten tulosten perustella rakennettiin viitekehys niistä organisatorisista keinoista, joilla esimiehiä voidaan tukea TTT-johtamisessa. Tässä tutkimuksessa TTTjohtamista tarkastellaan esimiesten omien kokemusten ja tuen tarpeen näkökulmista, joita on aiemmin tutkittu varsin vähän.Esimiesten kokemat vaikeat tilanteet TTT-johtamisessa liittyivät julkisella sektorilla tyypillisesti työympäristön psykososiaalisiin riskeihin. Esimiehet pitivät vaikeina johtamistilanteina erityisesti työntekijöiden henkistä ylikuormittumista, laiminlyöntejä ja yksilöllisten tarpeiden huomioimista. Nykyisestä taloustilanteesta ja resurssien niukkuudesta johtuen esimiehet kokivat painetta ja kantoivat huolta työntekijöiden hyvinvoinnista. Teollisissa organisaatioissa esimiesten oma ylikuormittuminen, tuotannolliset paineet sekä rooliristiriidat olivat tekijöitä, jotka vaikeuttivat esimiesten sitoutumista TTT-johtamiseen. Esimiehet eivät kuitenkaan vaatineet lisää resursseja ylemmiltä esimiehiltä oletettavasti kireästä taloustilanteesta johtuen. Selviytyäkseen vaikeissa tilanteissa esimiehet keskittyivät henkilösuhteisiin ja hakivat emotionaalista tukea omalta esimieheltään, työtovereiltaan sekä TTT- ja henkilöstöasiantuntijoilta.Viitekehys organisatorisista keinoista esimiesten tukemiseksi TTT-johtamisessa sisältää ylimmän johdon tuen TTT-johtamiseen, yhtenäiset ja yksinkertaiset TTT-toimintatavat sekä suunnitelmallisen TTT-johtamisen kehittämisen. Esimiesten yhtenäisten TTTasenteiden ja sitoutumisen kehittäminen edellyttää ylimmän johdon vahvaa tukea. Johtajuuden korostaminen on tärkeää, jotta esimiehet osaavat motivoida työntekijöitä noudattamaan turvallisuusohjeita ja osallistumaan turvallisuuden kehittämiseen ja siten parantamaan TTT-tasoa. Olemassaolevat johtamisen kehittämisen käytännöt, kuten johtamiskoulutus, voivat tarjota luontevan keinon sisällyttää TTT-johtamisen ja – johtajuuden näkökulmat yleiseen johtamisen kehittämiseen. Kehittämällä esimiesten tukea, resursseja ja ymmärrystä liittyen TTT-johtamiseen voidaan organisaatioissa parantaa merkittävästi työntekijöiden hyvinvointia ja suorituskykyä.Tämä tutkimus tuottaa uutta tietoa TTT-johtamisesta esimiesten näkökulmasta organisaatiokontekstissa ja suhteessa organisaation suorituskykyyn. Lisäksi tutkimus tarjoaa käytäntöön perustuvan viitekehyksen TTT-johtamisen arvioimiseen ja kehittämiseen erilaisissa organisaatioissa. Tutkimus tarkastelee TTT-johtamista olennaisena osana muuta johtamista ja korostaa esimiesten keskeistä roolia TTT-tason parantamisessa. Lisäksi tutkimus esittää käytäntöön perustuvia organisatorisia keinoja esimiesten tukemiseen ja heidän sitoutumisensa edistämiseen

Puheterapeutit alle kolmevuotiaiden lasten arvioinnissa ja kuntoutuksessa

Tavoiteet: Varhaiskuntoutuksen on osoitettu olevan tehokasta ja vaikuttavan laaja-alaisesti lapsen kasvuun ja kehitykseen aivojen plastisuuden kautta. Käsitteenä varhaiskuntoutus on kuitenkin vakiintumaton, eikä sille ole yhtenäistä linjaa terveydenhuoltojärjestelmässämme. Tutkimuksen tarkoituksena oli kartoittaa suomalaisten puheterapeuttien kokemuksia ja näkemyksiä alle kolmevuotiaiden lasten puheterapeuttisesta arviosta ja kuntoutuksesta, sekä puheterapeuttien valmiuksista työskennellä kyseisen ikäluokan kanssa. Lisäksi tutkimuksessa selvitetiin tekijöitä, joiden vuoksi pienet lapset ohjautuvat puheterapeutin luokse. Menetelmät: Tutkimus toteutettiin kyselytutkimuksena internetissä Helsingin yliopiston E-lomakkeella huhti-toukokuussa 2016. Vastauspyyntö saatteineen välitettiin suomalaisille puheterapeuteille Suomen Puheterapeuttiliiton sekä neljän puheterapeutteja työllistävän yrityksen kautta. Saadut vastaukset analysoitiin tilastollisesti IBM SPSS Statistics 24 -ohjelmalla käyttäen nonparametrisia tilastollisia testejä sekä laadullisesti ryhmittelemällä. Tulokset: Kyselyyn vastasi yhteensä 194 suomalaista puheterapeuttia, joista 111 työskenteli säännöllisesti ja 73 vaihtelevasti alle kolmevuotiaiden lasten kanssa. Puheterapeuttien osaaminen pienten lasten osalta rakentui suurimmaksi osaksi työkokemuksen kautta ja varsinkin säännöllisen työskentelyn koettiin lisäävän taitoja alle kolmevuotiaiden lasten kanssa työskentelyyn. Ammatillista osaamista ylläpidettiin ja kasvatettiin lisäksi täydennyskoulutuksilla sekä kirjallisuudella. Logopedian peruskoulutuksen koettiin antavan ikäryhmän kanssa työskentelyyn vain vähän valmiuksia. Tulosten perusteella puheterapeuteille ohjaudutaan varhaisessa vaiheessa eniten erilaisten sairauksien ja vammojen sekä puheen viiveen vuoksi. Lasten arvioinnissa käytettiin eniten standardoituja testejä, havainnointia ja vanhempien haastattelua. Kuntoutuksessa korostuivat AAC-menetelmien sekä leikin käyttö. Käytänteet alle kolmevuotiaiden lasten puheterapiaan ohjautumisessa ja puheterapeuttisessa kuntoutuksessa osoittautuivat vaihteleviksi ja liittyivät käytössä oleviin resursseihin. Suuri osa puheterapeuteista koki, että muut terveydenalan ammattihenkilöt eivät ole tarpeeksi tietoisia heidän työnkuvastaan ja tämän vuoksi heidän varhaisen vaikuttamisen osaamistaan ei osata hyödyntää tarpeeksi.Aim: Due to the plasticity of the brain of a child under three years old early intervention can be very effective and affect the growth and development of the child extensively. As a concept early intervention is as yet unestablished within our healthcare system. The purpose of this study was to find out what kind of experiences Finnish speech-language therapists (SLTs) have about the assessment and the rehabilitation of children under three years old and the readiness of SLTs to work with these small children. The study also aimed to find out the reasons why small children are being sent to speech-language therapists. Methods: This study was done by a questionnaire and the material was gathered using an electrical survey with the E-lomake -program of the University of Helsinki between April and May 2016. The questionnaire was delivered to Finnish SLTs via the Finnish Assocation of Speech Therapists and four corporations that employ SLTs. The data was analysed with the IBM SPSS Statistics 24 -program using nonparameterized statistical tests and qualitative grouping. Results and conclusions: The questionnaire was answered by 194 SLTs out of which 111 worked regulary and 73 occasionally with children under three. The SLTs’ know-how about working with small children was mostly based on work experience. The professional capabilities were maintained and developed by additional trainings and literature. A degree in logopedics was considered to provide only minor capabilities toward working with small children. The results indicate that small children are sent to SLTs mostly because of disabilities and delayed speech development. The most popular assessment methods were tests, free observation and interviewing the child’s parents. AAC methods and playing were popular methods of rehabilitation. The practices in rehabilitating small children were varying and based on the available resources. According to the SLTs other healthcare professionals are not aware of what an SLT does and therefore their know-how is not utilized to it’s full extent

Designing a map for measuring and managing safety performance

Objectives. The purpose of this study is to present a model-the safety performance map-that specifies the key factors influencing organizations' safety performance and suggests the relationships between the identified factors. There is a need for an exhaustive illustration of the path leading to occupational health and safety (OHS) supporting in measuring, managing, and developing OHS proactively. Methods. A qualitative multiple-case study consisted of three stages: design, iteration and testing of the created model. An interview study was conducted in four companies from different industries, and later the model was tested in three complementary companies. The companies involved represented the metal, food, forest, and chemical industries; industrial services; and infrastructure and house construction. Results. The study identified a total of 42 individual factors that fall under the following seven main perspectives on OHS: OHS management, OHS leadership, structure, processes, culture, individual behavior, and performance. Conclusions. The study suggested the safety performance map to illustrate the path leading to OHS and indicative causal relationships between the factors affecting it. The same factors affecting OHS recur in all the included industrial contexts. The study answers the call for proactive performance measurement and more balanced measurement systems for safety.publishedVersionPeer reviewe

Assessing the Success of Risk Assessment and Factors Affecting Its Success

Even though risk assessment is an important factor in occupational health and safety (OHS) promotion and accident prevention, there are no clear definition of when the risk assessment is successful nor instructions on how to evaluate it. Inadequate risk assessments lead to ineffective safety prevention programs, inefficient use of resources, and criticism towards risk assessment. If decisions are based on misleading results, significant sources of risks are failed to eliminate or reduce.Certain factors have been recognized in the literature to affect the quality of a risk assessment, including initial assumptions, chosen method, risk assessment team, resources, and consultation and collaboration of relevant stakeholders. In evaluating the quality of risk assessment, it is suggested to examine the completeness, accuracy, fidelity, and fitness of the risk assessment results. Different approaches have been identified to be used in the evaluation, such as carrying out a parallel analysis of the system, comparing the results with occurring accidents in corresponding systems, and examining the process. This study aims to add knowledge of when a risk assessment is successful and which factors influence the success. The data was collected from OHS specialists and managers (n = 10) by interviewing them. In addition, the Delphi survey was emailed to 17 OHS specialists and managers resulting in 8, 12, and 13 responses in three rounds. The respondents represented four large companies (manufacturing, transportation and storage, and other technical testing and analysis), one medium-sized company (electrical power generation, transmission, and distribution), consulting business companies, and public authority. The interviews and the Delphi survey focused on when a risk assessment can be said to be successful and which individual and organizational features affect its success. According to the interviews, companies do not systematically evaluate the quality of the risk assessment or its success but rather control if the risk assessments are completed. However, they did acknowledge the importance and need for evaluating the risk assessment processes and results. Based on the Delphi survey, individual features affecting the risk assessment are, for example, understanding of the entity, communication and interaction skills, and understanding of the interdependencies. Organizational features influencing risk assessment include organization’s commitment to safety and safety management, risk assessment being a part of the safety management system, and line organization understanding its responsibilities and operating accordingly. Finally, a successful risk assessment fulfills, among others, the following points; the risk assessment represents reality, the results are utilized in planning and developing work tools, instructions and operations, the employees are aware of the residual risks and able to acknowledge them while working, the risk assessment is utilized in educational and orientation material, and that the measures have been focused and carried out so that the risk is removed or reduced. Further research is needed to formulate a model guiding the evaluation of the quality and success of risk assessment.publishedVersionPeer reviewe