Search results

Corrosion of steel in marine environments poses a significant economic and environmental challenge because of its detrimental effects on marine structures and equipment. Traditional chemical inhibitors that mitigate corrosion often introduce harmful substances into the environment. As a result, there is a growing interest in exploring eco-friendly alternatives, such as plant-derived inhibitors, to reduce the environmental impact of corrosion protection strategies. The purpose of this study is to investigate the effectiveness of Phyllanthus urinaria extract as a green anti-corrosion additive for rebar steel in marine conditions.

Phyllanthus urinaria extract was prepared in the ethanol solution with the assistance of a sonicator. The steel’s surface upon addition of the extract was characterized using SEM, EDX and FTIR analysis. The electrochemical corrosion characteristics, including potentiodynamic polarization and electrochemical impedance spectroscopy, were used to evaluate the inhibitory performance of the extract on steel under simulated marine conditions (3.5% NaCl solutions).

The results of this study showed that with Phyllanthus urinaria extract’s content of 0.02% in NaCl solution of 3.5%, the corrosion rate decreased to about 30% compared to the controlled sample. Measurements of the inhibitory mechanism analysis study for all solutions from 0 mg/L to 1.114 mg/L of polyphenol from Phyllanthus urinaria extract showed a significant reduction in rebar corrosion rate, especially with 0.2228 mg/L polyphenol. Reinforcement can increase corrosion inhibition by up to 30% compared to the control sample.

To the best of the authors’ knowledge, this is the first study of using Phyllanthus urinaria extract as green inhibitor for protection of steel from the corrosion in the simulated marine solution. The protective mechanism for steel using Phyllanthus urinaria extract was investigated using the FTIR, SEM, EDX and electrochemical analysis. The results indicated that the polyphenols in the extract showed inhibition that could minimize the corrosion of reinforcement in marine environments.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

Gives an in depth view of the strategies pursued by the world’s leading chief executive officers in an attempt to provide guidance to new chief executives of today. Considers the marketing strategies employed, together with the organizational structures used and looks at the universal concepts that can be applied to any product. Uses anecdotal evidence to formulate a number of theories which can be used to compare your company with the best in the world. Presents initial survival strategies and then looks at ways companies can broaden their boundaries through manipulation and choice. Covers a huge variety of case studies and examples together with a substantial question and answer section.

Globalisation is generally defined as the “denationalisation of clusters of political, economic, and social activities” that destabilize the ability of the sovereign State to control activities on its territory, due to the rising need to find solutions for universal problems, like the pollution of the environment, on an international level. Globalisation is a complex, forceful legal and social process that take place within an integrated whole with out regard to geographical boundaries. Globalisation thus differs from international activities, which arise between and among States, and it differs from multinational activities that occur in more than one nation‐State. This does not mean that countries are not involved in the sociolegal dynamics that those transboundary process trigger. In a sense, the movements triggered by global processes promote greater economic interdependence among countries. Globalisation can be traced back to the depression preceding World War II and globalisation at that time included spreading of the capitalist economic system as a means of getting access to extended markets. The first step was to create sufficient export surplus to maintain full employment in the capitalist world and secondly establishing a globalized economy where the planet would be united in peace and wealth. The idea of interdependence among quite separate and distinct countries is a very important part of talks on globalisation and a significant side of today’s global political economy.

Devotes the entire journal issue to managing human behaviour in US industries, with examples drawn from the airline industry, trading industry, publishing industry, metal products industry, motor vehicle and parts industry, information technology industry, food industry, the airline industry in a turbulent environment, the automotive sales industry, and specialist retailing industry. Outlines the main features of each industry and the environment in which it is operating. Provides examples, insights and quotes from Chief Executive Officers, managers and employees on their organization’s recipe for success. Mentions the effect technology has had in some industries. Talks about skilled and semi‐skilled workers, worker empowerment and the formation of teams. Addresses also the issue of change and the training that is required to deal with it in different industry sectors. Discusses remuneration packages and incentives offered to motivate employees. Notes the importance of customers in the face of increased competition. Extracts from each industry sector the various human resource practices that companies employ to manage their employees effectively ‐ revealing that there is a wide diversity in approach and what is right for one industry sector would not work in another. Offers some advice for managers, but, overall, fails to summarize what constitutes effective means of managing human behaviour.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

This monograph contains abstracts from the 2005 Employment Research Unit Annual Conference Cardiff Business School, Cardiff University, 6‐7th September 2005

This article’s indented contribution is to provide novel theoretical insights and empirical observations on “who gets what” in the way of incomes, including wages. The article challenges the conventional wisdom about stratification, especially power and status, as an outcome or function of economic distribution. It posits that income distribution is conditional on pre‐existing social stratification expressed in antecedent differences in class, power, status and related factors.

The question of responsibility is not new to labour law. The earliest developments in labour law and social law sprang from a “legal revolution” to borrow the words of Georges Scelle, considering the concept of responsibility that prevailed in common law. Civil responsibility which was originally based on fault could now be based on the risk inherent to a socially useful activity so as to ensure that the responsibility for damages that might result from it be equitably shared. This development took place under the generalization of the industrial production mode, first within the frame work of laws respecting compensation for industrial accidents.

By applying a non‐parametric Malmquist Productivity Index to a sample of all post‐merger Malaysian banks over 2001‐2003, this paper attempts to investigate to what extent the inclusion of OBS items in the output definition of banks affect the estimated total factor productivity change indexes. It is found that the inclusion of OBS items results in an increase in estimated productivity levels for all banks under study. However, the impact seems to be the largest on technological change rather than efficiency change.