Search results

Silicon photovoltaics technology has drawbacks of high cost and power conversion efficiency. In order to extract the maximum output power of the module, maximum power point (MPP) is used by implying the nonlinear behavior of I-V characteristics. Different techniques are used regarding maximum power point tracking (MPPT). The paper aims to review the techniques of MPPT used in PV systems and review the comparison between Perturb and Observe (P&O) method and incremental conductance (IC) method that are used to track the maximum power and gives a comparative review of all those techniques.

A study of MPPT techniques for photovoltaic (PV) systems is presented. Matlab Simulink is used to find the MPP using P&O simulation along with IC simulation at a steady temperature and irradiance.

MATLAB simulations are used to implement the P&O method and IC method, which includes a PV cell connected to an MPPT-controlled boost converter. The simulation results demonstrate the accuracy of the PV model as well as the functional value of the algorithms, which has improved tracking efficiency and dynamic characteristics. P&O solution gave 94% performance when configured. P&O controller has a better time response process. As compared to the P&O method of tracking, the incremental conductance response rate was significantly slower.

In PV systems, MPPT techniques are used to optimize the PV array output power by continuously tracking the MPP under a variety of operating conditions, including cell temperature and irradiation level.

Although service-learning increases several important development and learning outcomes in college students (Yorio & Ye, 2012), it is not clear whether service-learning is better preparing these students for their future careers (Gray, Ondaatje, Fricker, & Geschwind, 2000). To better understand the influence of service-learning on student development, an exploration of a leadership service-learning course and an important workplace attribute, Positive Psychological Capital, are theoretically explored.

The social change model of leadership (SCM) is a widely used leadership model in higher education. StrengthsQuest is conceptually similar to the individual values of the SCM in its aim to identify and grow individual talents. This model is based on the idea that individuals perform at higher levels when they build upon their identified talents (Clifton & Harter, 2003). Prior studies have not examined the relationship of hope or one’s belief in their identified StrengthsQuest talents to the individual values of the SCM. This study examines that relationship using the adult-trait hope and strengths self-efficacy scales. The relationship between these constructs along and other predictors of social change capacity were explored using canonical correlation analysis. Strengths self-efficacy, hope, and student engagement were statistically significant (73% of the variability among the individual values of the SCM). Gender, race, and community service were not statistically significant in this study.

Despite more than 50 years of research into gender and work, the impact of women occupying managerial positions persists to be under-represented in mainstream human resource management (HRM) literature. The purpose of this article is to identify and explore the perceptions of women who decided to choose their career path either in IT or HR positions to explore their motivation, career strategies and success factors.

Twenty semi-structured interviews were conducted with women occupying either IT or HR managerial positions. The study included two datasets: (1) women representing managerial positions in IT and (2) women representing managerial positions in HR.

Women holding HR managerial positions took action to achieve the intended position in their dream industry since their studies. On the contrary, the choice of the IT industry was one undertaken by candidates with no previous IT experience. Because the IT sector is dominated by men, women in these positions still had to prove their competences.

The research showed that women cannot be ignored in the science, technology, engineering and mathematics (STEM) industry, and they prove a valuable resource for managerial positions in IT or HR departments in many sectors.

The research underpinned a new boundaryless career model for both HR and IT positions.