11 research outputs found
Radon exhalation rate and radon activity in soils of riverine environs of South Karnataka
No full textIn the present study, sealed “can technique” using solid-state nuclear track detector (LR-115) films was employed to measure the radon exhalation rate and radium concentration in soil samples of Cauvery river environment. The mean values of radon activity, radon surface exhalation, and mass exhalation are 216.15 Bq m−3, 521.08 Bq m−1 h−1, and 247.21 mBq kg−1 h−1, respectively. The radium activity concentration and radon exhalation show good correlation
Lead–carbon hybrid ultracapacitors fabricated by using sulfur, nitrogen-doped reduced graphene oxide as anode material derived from spent lithium-ion batteries
No full textThe electrochemical-grade natural graphite flake prices are increasing day by day. Reusing and recycling graphite materials from the spent lithium-ion battery (LIB) is a prospective way to overcome the issue. This report presents the synthesis of reduced graphene oxide (RGO) from spent LIB by the improved Hummers method followed by calcination at 600 °C (RGO-600). S, N-RGO-600 was prepared by doping sulfur and nitrogen with RGO-600 through hydrothermal synthesis. Assynthesized S, N-RGO-600s have sheet-like morphology having uniform heteroatom doping. S- and N-doped RGO-600 delivers 375 F g−1 at 5 A g−1 compared to RGO-600 of 233 F g−1 and retains > 98% capacitance over 20,000 cycles. The lead–carbon hybrid ultracapacitors fabricated using in-situ activated PbO2 as cathode and S, N-RGO-600 composite electrode as anode deliver a specific capacitance of 564 F g−1 at 5 A g−1 and retain 90% capacitance after 15,000 cycles. The high capacitance and stable cycle life of RGO and S, N-RGO are due to easy access of electrolyte ions through mesoporous and layered graphitic carbons with redox-active functional moieties of sulfur and nitrogen. This work illustrates an easy and scalable synthesis root for RGO and S, N-RGO. Graphical abstract: [Figure not available: see fulltext.] © 2022, The Author(s), under exclusive licence to Springer-Verlag GmbH Germany, part of Springer Nature
Distribution of natural radionuclides and radon concentration in the riverine environs of Cauvery, South India
No full textAbstract
Systematic studies were carried out to understand the distribution of natural radionuclides in sediments and radon in water in the riverine environs of Cauvery, one of the major rivers of South India. The activity of radionuclides in the sediment was measured by gamma ray spectrometry. The radon emanation from the sediment was measured by the sealed ‘can technique’ and the radon in the water was measured using the RAD-7 instrument. The mean values of 40 K, 226Ra, and 232Th in the sediment samples were found to be 297.3 ± 4.16 Bq kg−1, 75.1 ± 2.64 Bq kg−1, and 85.5 ± 2.62 Bq kg−1, respectively. The mean activity of radon, radon exhalation rate, and radium content were found to be 135.68 Bq m−3, 327.1 mBq m−1 h−1, and 133.03 mBq kg−1, respectively. The radon in the water ranged from 0.19 kBq m−3 to 1.40 kBq m−3. The hyper pure germanium gamma spectroscopy measured via 226Ra activity and the radon activity measured by the passive can technique showed good correlation. The mean value of radon in the water was within the internationally recommended level. The sediment was considered safe for the purpose of construction, except for some extreme values, and the water was deemed safe for drinking.</jats:p
Assessment of natural radioactivity and radiation index parameters in the coastal environment of Kerala
No full textMeasurement of natural radioactivity concentration in sand samples collected from the coastal belt of Kerala has been carried out using NaI(Tl) detector, and the radiological parameters were evaluated from the measured activities. It is well reported that in certain situation, the natural radioactivity in the environmental matrices can reach reference levels or beyond. Hence, the study has been performed to understand the distribution and enrichment of natural radionuclides in the coastal environment of Kerala, and thereby assessing dose to the inhabitants. The mean activity concentration of naturally occurring radionuclides, namely 40K, 226Ra, and 232Th in the samples were 53.2, 7.0, and 101.3 Bq/kg, respectively. The radiological parameters, namely absorbed dose rate, the radium equivalent activity (Raeq), the annual effective dose (indoor and outdoor), and reference indices were evaluated and compared to the recommended safety limits. The present investigation indicates that the data are comparable with the reported values elsewhere and in most of the cases observed values were well within the permissible limit
Studies on distribution of radionuclides and behavior of clay minerals in the soils of river environs
No full text
Seasonal variation of radionuclides concentration in sand samples collected from Southern coastal areas of Kerala, India
No full textSouthern coastal parts of Kerala are well-reported high background radiation areas. Hence, the radiological protection of the population in this region may have some concern. In the present work, samples were collected during three different seasons, namely premonsoon, monsoon, and postmonsoon. The radionuclide activities obtained for various seasons have been compared in order to understand the enrichment of radionuclides during various seasons. The activities of natural radionuclides, namely 40K, 226Ra, and 232Th in sand samples collected from Southern coastal parts of Kerala were determined using NaI (Tl) gamma-ray spectrometer. Sand samples collected during postmonsoon showed enhanced level of radionuclides concentration. The radiation dose to the population was also estimated from the activities of radionuclides in order to assess the radiation levels. The calculated values of risk assessment parameters were within the safe limits, which indicate the radiation exposure to the population due to these radionuclides is insignificant. However, seasonal variation of radionuclides concentration is significant. The results of the present systematic investigation are presented and discussed here in detail
Studies on distribution of 210Pb in the illuviated soil of Virajpet taluk, Coorg district
No full textRecompensas e retenção de profissionais voltados para atividades de conhecimento em organizações
No full textDissertação (mestrado) - Universidade Federal de Santa Catarina, Centro Tecnológico. Programa de Pós-Graduação em Engenharia e Gestão do ConhecimentoO propósito deste trabalho é identificar, na literatura científica, as recompensas que influenciam na retenção de profissionais voltados para atividades de conhecimento em organizações. Na literatura sobre recompensas esse constructo tem sido definido como o pagamento monetário, não monetário e psicológico que uma organização oferece aos funcionários em troca do trabalho que executam. As recompensas, portanto, abrangem tudo o que os funcionários valorizam na relação de trabalho. Já os teóricos de retenção buscam identificar os fatores que interferem na decisão do funcionário de permanecer na organização. Estudos internacionais apontam evidências de que a retenção de profissionais pode ser influenciada por fatores como: oportunidades de aprendizagem e de desenvolvimento contínuo; um bom ambiente de trabalho; percepção do apoio organizacional; satisfação no trabalho; percepção que a organização oferece oportunidades de crescimento; percepção das práticas de recursos humanos. Há, ainda, estudos que apontam evidências da relação entre recompensas financeiras (salário, benefícios) e não financeiras (oportunidades de carreira, treinamento) com a retenção. Assim, com a finalidade de compreender a relação entre recompensas organizacionais e a retenção de profissionais, este trabalho se propõe a fazer uma revisão de literatura sobre os constructos recompensas e retenção. Para isso, foram aplicadas como técnicas de pesquisa: a técnica bibliométrica, a busca sistemática em fontes diversas e a consulta a especialista. Por meio da técnica bibliométrica foram identificadas pesquisas científicas relevantes publicadas na forma de artigos e revisões em base de dados eletrônicas como a ISI Web of Science. A busca sistemática em fontes diversas foi utilizada com a finalidade de localizar pesquisas científicas nacionais que normalmente não se encontram disponíveis em bases de dados eletrônicas. A consulta a especialista propiciou o acesso a artigos científicos de pesquisadores europeus. Assim, foram localizados 80 artigos científicos (nacionais: 19; internacionais: 61) e 14 livros (nacionais: 02; internacionais: 12), os quais serviram de substrato para a realização desta pesquisa. A partir das pesquisas empíricas localizadas na revisão de literatura foram identificados 50 tipos de recompensas. Já nos estudos empíricos sobre retenção foram identificados 113 fatores de retenção. A partir das bases conceituais de recompensas foram identificados, entre os fatores de retenção, 41 tipos de recompensas que podem interferir na retenção de profissionais nas organizações. Abstract: The purpose of this work is to identify, in the scientific literature, rewards that influence the retention of professionals focused on activities of knowledge in organizations. In the literature related to rewards this construct has been defined as monetary payment, non-monetary and psychological that an organization offer to employees for the work they perform. The rewards, therefore, encompass everything that employees value in the employment relationship. Even though theorists of retention seek to identify the factors that influence the employee's decision to stay in the organization. International studies show evidence that retention decisions may be influenced by factors such as opportunities for continuous learning and development, a good working environment, development opportunities, perceived organizational support, job satisfaction, perception that the organization offers opportunities of growth; perception of human resource practices. There are also studies that show evidence of the relationship between financial rewards (salary, benefits) and non-financial (career opportunities, training) with retention. Thus, in order to understand the relationship between organizational rewards and retention of professionals, this study aims to do a review of literature on the constructs rewards and retention. For that, were applied as research techniques: a bibliometric technique, the systematic search for different sources and consulting to a specialist. Through bibliometric technique were identified relevant published scientific research in the form of articles and reviews on electronic database as the ISI Web of Science. A systematic search on various sources was used in order to locate national scientific research that normally are not available in electronic databases. The consulting to a specialist provided access to scientific articles from European researchers. Thus, 80 papers were located (national: 19; international: 61) and 14 books (national: 02; international: 12), which served as a substrate for this research. From empirical studies located in the literature review were identified 50 types of rewards. Already in empirical studies on retention were identified 113 retention factors. From the conceptual bases of rewards were identified, among the retention factors, 41 types of rewards that can interfere with retention of professionals in organizations
What makes an organisation's corporate identity attractive to its employees? A social identity perspective
No full textCorporate Identity provides the foundation for an organisation’s Corporate Brand, and managers need to understand how they can align the behaviour of their employees with that identity.
In this thesis I argue that employees will align their behaviour with the identity of their organisation when they perceive that identity to be attractive and unique. This argument is supported by theory and research in the areas of Employer Branding and the Social Identity Approach to Organisational Identification. However, little is known about what makes an organisation’s Corporate Identity attractive to its employees.
The objective of my research was to address this gap by conducting a comparative case study of six organisations.
The identity of each organisation was found to be comprised of five dimensions: Organisation, Employment, Product or Service, Reputation, and Stakeholder Relationships. The attributes that employees considered most attractive were different in each organisation, but when all six cases were considered at once, they encompassed all five dimensions.
These results suggest that current conceptualizations of the Employer Brand, which focus solely on employment, may be overly restrictive. They also indicate that the strategy of becoming an Employer of Choice, though widely considered a ‘business imperative’, is unlikely to have the desired effect on employee behaviour; this strategy is based on the assumption that organisations should conform to an ‘ideal blueprint of employment’, but the results clearly indicate that this blueprint does not exist.
In order to align the behaviour of their employees with the identity of their organisation, managers should seek to understand the unique identity of their own organisation and to determine what makes that identity attractive to their employees. This may be achieved in an efficient and cost-effective manner by following the methodology outlined in this thesis
