美国硕士申请:桥梁建筑

美国硕士申请:桥梁建筑

利用这些又窄又浅的大梁,这座桥似乎要垮掉了。有了这些类型的薄巷道梁的支持,横跨大桥的桥面似乎是不适当的刚性和一个容易的运动,通过风。这座桥因其迅速增加的移动而很快受到欢迎。一股温和的气流使整个中央跨度交替出现两半,在4秒到5秒的时间间隔内,可以看到几英尺的落差和上升幅度。在施工期间,工人和建筑商都有这种灵活性的经验(Arioli and Gazzola, 2013)。这最终导致一些工人将这座桥称为“疾驰的格蒂”。更常见的情况是,工程师必须处理一些情况,这些情况最终需要考虑大量的伦理问题。更常见的情况是,工程师们面临着许多道德困境。风的振荡最终摧毁了这座崭新的悬索桥。悬索桥的建立是为了对抗风的影响,随着扭曲的正常化而屈服(Arioli and Gazzola, 2013)。
这包括逐渐接受的顺序小故障和错误,最终积累为一个重大的灾难。许多专业人士在考虑任何具体情况时,都会受到金钱激励的影响。就像在这个特定的场景中一样,没有金钱的意图来说服支持政治的人,同时在特定的场景中产生特定的效果。工程师被认为对公众的福利、健康和安全至关重要。如果工程师的判断在危及财产或生命的情况下是无效的,则必须向客户或雇主以及任何适当的权威机构提供通知(Billington, 2006)。工程师要求批准符合适当适用标准的工程文件。未经雇主或客户事先同意,工程师不得泄露信息、数据或事实,除非有必要或授权的法规或法律的豁免。工程人员从事不诚实、欺诈的企业,不得在建筑工程中与任何工程或者个人使用关联人或者名称。

美国硕士申请:桥梁建筑

The utilization of these narrow and shallow girders appeared to undo the bridge. With these types of thin roadway girders of support, the deck across the bridge seemed to be inappropriately rigidly and an easy movement was made through the winds. The bridge soon gained popularity for its increased movement immediately. A modest flow of wind had been causing alternate halves throughout the central span for visible falling and rising a number of feet within the interval of four seconds to five seconds. There was experience of this flexibility by the workmen and the builders in the duration of construction (Arioli and Gazzola, 2013). This ended up leading some workers for terming the bridge “Galloping Gertie”. More often, engineers have to deal with situations that end up meriting immense considerations of ethics. More often, engineers have been facing a number of ethical dilemmas. Wind oscillations end up destroying the brand new bridge of suspension. Bridges of suspension had been established as a way of countering the effects of wind, succumbed with normalizing the deviance (Arioli and Gazzola, 2013).
This involves gradually accepted sequential minor failures and errors, culminating and accumulating as a significant catastrophe. A number of professionals are swayed in terms of monetary encouragements, when considering any specific situation. As in this particular scenario, there is no intention of money for persuading someone in support of politics, while having a specific effect over certain scenarios. Engineers are considered paramount to the welfare, health and safety of the public. If the judgment of engineers is overrules in scenarios endangering property or life, notification must be provided to the client or the employer, and any such appropriate authority (Billington, 2006). Engineers require approval for documents of engineering that conform as per the standards appropriately applicable. Engineers should not be revealing information, data or facts in the absence of previous consent of the employer or the client, with the exemption of required or authorized code or law. Engineers are not provided with the permission of using the associate or name in the construction work with any project or person while engaging in dishonest or fraudulent enterprise.

论文润色:初始技术和绩效奖励

论文润色:初始技术和绩效奖励

初始技术是不等式的组成部分。在这种情况下,收入最高的员工获得的绩效奖励百分比越低,其美元价值就越高。这与底层员工获得更高的百分比奖相比是显而易见的(Gerhart & Fang, 2014)。然而,高层员工会从心理上认为这是一种惩罚。第二种方法建议设定极具挑战性的绩效目标,以确保提高标准,而这些目标是无法实现的。这将挑战管理者的技能,并作为不平等的替代例子发挥作用。此外,与底层员工相比,顶层员工的年龄往往更大。这种技术会导致年龄歧视,因为较少的长期服务的老年劳动力能够成功地达到更困难的目标(Ismail等,2016)。高/低支付性能:基本工资比例适用的绩效工资将会影响员工的努力获得奖的性能。
当绩效奖励比例较低时,员工通常不愿意为实现目标付出额外的努力(Gupta & Shaw, 2014)。员工努力工作达到目标时更高比例大约10每cent.Relationships断裂通过奖励:奖励个人或团体性质的既能触发在员工中竞争力。当员工为了有限的绩效工资而互相竞争时,他们开始将同事视为自己成功的障碍(Van der Linden et al., 2015)。在这种情况下,基于绩效的薪酬方式会使员工相互对立,从而破坏团队合作。它不仅会随着团队工作的解散而对生产力产生负面影响,还会引发各种各样的问题,如质量问题、决策问题、同一工作岗位的工资水平不平等问题。

论文润色:初始技术和绩效奖励

The initial technique is component of inequality. This is where the performance award of less percentage for the workers earning top band salary will be higher in terms of dollars. This is evident in comparison with the higher percentage award for the workers at bottom band (Gerhart & Fang, 2014). However, it will be viewed punitive by the employee at the top band psychologically.The secondary technique suggests setting highly challenging objectives of performance to ensure bar is raised and the objectives are unattainable. This will challenge the skills of the manager and function as alternate example of inequality. Moreover, major amount of employees at the top band are often older in age as compared with bottom band. This technique results in age discrimination as less number of long serving older workforce will be successfully able to reach the tougher objectives (Ismail et al., 2016). High/low pay for performance:The basic salary percentage applicable as the performance based pay will have an effect on the efforts of the workforce in obtaining the award for performance.
It is considered that employees are usually disinterest to make additional effort in attaining their goal when the performance award percentage is low (Gupta & Shaw, 2014). Employees work harder to reach the objective when the percentage is higher around 10 per cent.Relationships rupturing through rewards:Awards of individual or group nature can both trigger competitiveness among the workforce. When the workers compete each other for the limited performance based pay amount, they start to view colleagues as their own success’s obstacle (Van der Linden et al., 2015). In this context, the approach of performance based pay can turn employees against one another that will undermine the teamwork. It can have not only negative impact on the productivity as the team work dissolves but it will also trigger various issues with quality, decision making and unequal salary level among the same work position.