Pavement stresses due to tire impact

Road surfaces wear continually under the effects of vehicular motions in an environment of changing temperature, humidity, etc. Regulatory agencies need to set limits on vehicular loads, tire pressures, etc., in order to mitigate the damage caused by the traveling stress footprints of vehicular traffic. In order to understand and quantify the relationship between damage caused and the parameters influencing the forces generated by a moving vehicle on a road surface, it is necessary to construct a model for a mechanical system of vehicle body, suspension springs, axle, wheel rim and tire, transmitting forces back and forward to the road surface. The previous paragraph describes the broad problem presented to the workshop. In what follows we organize a simple mathematical model to represent the major components of the system, and we indicate how this model may be validated (or not) by tests and, if it is successful, how it can be used in a predictive capacity

Cavity flow past a slender pointed hydrofoil

A slender-body theory for the flow past a slender, pointed hydrofoil held at a small angle of Attack to the flow, with a cavity on the upper surface, has been worked out. The approximate solution valid near the body is seen to be the sum of two components. The first consists of a distribution of two-dimensional sources located along the centroid line of the cavity to represent the variation of the cross-sectional area of the cavity. The second component represents the crossflow perpendicular to the centroid line. It is found that over the cavity boundary which envelops a constant pressure region, the magnitude of the cross-flow velocity is not constant, but varies to a moderate extent. With this variation neglected only in the neighbourhood of the hydrofoil, the cross-flow is solved by adopting the Riabouchinsky model for the two-dimensional flow. The lift is then calculated by integrating the pressure along the chord; the dependence of the lift on cavitation number and angle of attack is shown for a specific case of the triangular plan form

Handgun Accuracy Problem

A laboratory test, aimed to check the compliance of the model with demand, indicates that consecutive fires of about 10 centers around a circular region with a radius of 10cm. The fact that the fires, though performed at the same conditions, do not target at the same point is called focusing uncertainty of the handgun. Furthermore, it is observed, that bullet velocity measured 10 meters from gun varies up to about 7m/s (around 340m/s) among the firing set of 10. There are about ten different models and each model seems to display a different magnitude of uncertainty and velocity deviation from the expected average. The company, being willing to produce more data at request, asks to see if the focusing uncertainty and variation in bullet velocities can somehow be correlated. And with some help from other disciplines, the fact behind such uncertainties? Experiment apparatus or manufacturing process. If latter, which manufacturing unit contributes more

The impact of technology on the Ross University Library

Ross University School of Veterinary Medicine (RUSVM) is located in the Eastern Caribbean on the island of St. Kitts. Our mission is the delivery of excellent veterinary education and this was expanded to include research in 2005. The RUSVM Department of Information Services (DIS) - (Library & Learning Resource Center (LRC)) and the Department of Information Technology, work closely in facilitating access of information to its clients. This service is vital to the expansion. The DIS is unique due to its geographical location, focusing on providing timely information; assisting faculty and students in optimal use of the technology available, and has all information accessible online

When Your Identity Is Inherently Unprofessional : Navigating Rules of Professional Appearance Rooted in Cisheteronormative Whiteness as Black Women and Gender Non-Conforming Professionals

(Excerpt) Several years ago, I attended my first large-scale career fair as a recruiter where I screened a mass of aspiring lawyers for staff attorney positions at my legal organization. During our brief break from marathon interviewing, my white colleagues shut down their tables to enjoy their downtime and as I prepared to do the same, I looked up to find a critical mass of Black women excitedly converging upon my interview station. Forming a half circle around my table, they began exclaiming how enamored they were by my appearance and how it countered much of the counseling they had received on how to appear “professional” and “look like a lawyer.” They emphatically discussed the damage and financial expense they incurred to straighten and subdue their naturally coiled, gravity defying hair to appear “polished” and “professional” for their interviews. They shared how they spent several hours in several stores seeking a skirt suit that would complement their figure, but not emphasize or unveil their curves, and were ultimately forced to splurge on a tailor to appear feminine and physically appealing without being hypersexualized, since the average suit is not designed to fit their body type. They were told to wear these skirt suits with “flesh toned” stockings and “nude” makeup for a “polished” but “professional” look, and reflected upon their frustration running up and down retail aisles seeking “flesh tones” and “nude” colors that actually matched their complexion, since the “darkest” shade of most products still only reflect the darkest tone of white or light skin. They looked at me, a visibly Black woman with brown skin, wearing bold gold earrings, a large naturally curly afro, bright colored fitted pant suit, and bare-face except for a bright red lip, and questioned whether it might be possible to enter the legal profession without having to leave elements of their Black womanhood behind. They wondered if contrary to what they had been conditioned to believe, it is in fact possible to be successful in law, and to also be yourself, when your being does not fit the prototype prescribed by cishet white male patriarchy

Choosing Number And Scheduling Priority Of Warm-Hand Offs: A Des Model

Background: The integration of behavioral health care into primary care is being promoted as a means to treat more people with behavioral health problems where they are most likely to be seen. Clinics with traditional behavioral health services may open slots among scheduled appointments to see these warm-hand off (WHO) patients identified by primary care providers (PCPs). The effects of giving priority for behavioral health appointments to either scheduled or WHO patients and of the number of appointments left open for WHO patients are investigated in this project. Methods: A discrete event simulation model was built of a moderately integrated clinic. WHO patients arrive randomly, on average 4 per day per PCP, and wait to see behavioral health providers (BHPs) who also see scheduled patients. Simulations of four clinic sizes, with PCP to BHP ratios of 1:1, were run. Effects of queue discipline (priority is given to scheduled or WHO patients) and the number of open WHO slots (3 or 5) are analyzed. Outcomes include the percent of scheduled patients served, the percent of WHO patients served, and the percent of BHP utilization. Results: In clinics with 1 PCP and 1 BHP, for 3 and 5 open slots respectively, giving priority to WHO patients resulted in 80.6% and 81.0% of WHO patients served and 84.4% and 86.6% of scheduled patients served, however, giving priority to scheduled patients resulted in 97.8% and 98.1% of scheduled patients served, but 32.0% and 47.9% of WHO patients served. A similar pattern was seen for larger clinics, though the percent of WHO patients served increased for both 3 and 5 open slots with clinic size. Having 3 or 5 open slots led to few differences when WHO patients were given priority, but when scheduled patients were given priority, choosing 5 open slots rather than 3 open slots, increased the percent of WHO patients served by 15-20 percentage points across the clinic sizes. In either queue discipline, changing from 3 to 5 open slots reduced the percent of BHP utilization by approximately 8 percentage points for all clinic sizes. When WHO patients were given priority, the average wait time for scheduled patients increased from approximately 2-5 minutes to 13-19 minutes across clinic sizes. Conclusion: These results might suggest to some clinics attempting to integrate primary care and traditional behavioral health services to choose to give WHO patients priority. However, it is recognized that there are costs associated with not seeing both scheduled and WHO patients, and clinics making this decision will have to weigh these tradeoffs. The analysis of these results provides one framework to assist in choosing between different arrangements for integration

Exploring the Effectiveness of Social and Digital Media Communications on Organization-Public Relationship Building with Employees

More than a decade after the emergence of social and digital media, professional communicators increasingly use these channels to interact with a wide array of stakeholders. Simultaneously, public relations (PR) and communications leaders seek to understand whether their efforts to communicate and engage with stakeholders through these channels are effective in establishing and building relationships, as well as to measure “effectiveness” in the new technology-driven communications landscape. With this study, I addressed a gap in the academic research with regard to understanding the effectiveness of social and digital media as a communications tool by assessing employees’ perceptions of their organization with respect to five communication concepts, both in general and based specifically on the company’s social media communications. I assessed the relationship between the employee stakeholder and the organization from two viewpoints: first, from the viewpoint of the employees with whom the organization is communicating, and second, from the viewpoint of the communications professionals who post social and digital media messages on behalf of the organization. The results showed that an intervention to educate employees about the organization’s social and digital media communications did not result in employees’ increased positive perceptions of the organization as a whole or of the organization’s sites with regard to each of the five communications concepts. The increase in employees’ positive perceptions of the organization’s social and digital media sites, which reflected the communication concept “promoting communal relationships,” was significant at p \u3c .10; also, increases for three individual statements that were part of the communications concepts were sufficient for statistical significance. The intervention did result in statistically significant increases in employee use of social and digital media to engage with the organization and in usage of specifically LinkedIn to engage with the organization. The communicators who are responsible for the organization’s social and digital media communications generally held the same perceptions as other employees with regard to how the organization in general and its social media sites specifically fostered the five communication concepts. This dissertation is available in open access at Antioch University Repository and Archive, http://aura.antioch.edu/ and OhioLINK ETD Center, https://etd.ohiolink.edu

Exploring the Effectiveness of Social and Digital Media Communications on Organization-Public Relationship Building with Employees

More than a decade after the emergence of social and digital media, professional communicators increasingly use these channels to interact with a wide array of stakeholders. Simultaneously, public relations (PR) and communications leaders seek to understand whether their efforts to communicate and engage with stakeholders through these channels are effective in establishing and building relationships, as well as to measure “effectiveness” in the new technology-driven communications landscape. With this study, I addressed a gap in the academic research with regard to understanding the effectiveness of social and digital media as a communications tool by assessing employees’ perceptions of their organization with respect to five communication concepts, both in general and based specifically on the company’s social media communications. I assessed the relationship between the employee stakeholder and the organization from two viewpoints: first, from the viewpoint of the employees with whom the organization is communicating, and second, from the viewpoint of the communications professionals who post social and digital media messages on behalf of the organization. The results showed that an intervention to educate employees about the organization’s social and digital media communications did not result in employees’ increased positive perceptions of the organization as a whole or of the organization’s sites with regard to each of the five communications concepts. The increase in employees’ positive perceptions of the organization’s social and digital media sites, which reflected the communication concept “promoting communal relationships,” was significant at p \u3c .10; also, increases for three individual statements that were part of the communications concepts were sufficient for statistical significance. The intervention did result in statistically significant increases in employee use of social and digital media to engage with the organization and in usage of specifically LinkedIn to engage with the organization. The communicators who are responsible for the organization’s social and digital media communications generally held the same perceptions as other employees with regard to how the organization in general and its social media sites specifically fostered the five communication concepts. This dissertation is available in open access at Antioch University Repository and Archive, http://aura.antioch.edu/ and OhioLINK ETD Center, https://etd.ohiolink.edu