A dynamically positioned vessel, by the International Maritime Organization （IMO） and the certifying class societies （DNV, ABS, LR, etc.）, is defined as a vessel that maintains its position and heading （fixed loc...A dynamically positioned vessel, by the International Maritime Organization （IMO） and the certifying class societies （DNV, ABS, LR, etc.）, is defined as a vessel that maintains its position and heading （fixed location or pre-determined track） exclu- sively by means of active thrusters. The development of control technology promotes the upgrading of dynamic positioning （DP） systems. Today there are two different DP systems solutions available on the market： DP system based on PID regulator and that based on model-based control. Both systems have limited disturbance rejection capability due to their design principle. In this paper, a new DP system solution is proposed based on Active Dis^n＇bance Rejection Control （ADRC） technology. This technology is com- posed of Tracking-Differentiator （TD）, Extended State Observer （ESO） and Nonlinear Feedback Combination. On one hand, both TD and ESO can act as filters and can be used in place of conventional filters; on the other hand, the total disturbance of the system can be estimated and compensated by ESO, which therefore enhances the system＇s disturbance rejection capability. This technology＇s advantages over other methods lie in two aspects： 1） This method itself can not only achieve control objectives but also filter noisy measurements without other specialized filters; 2） This method offers a new useful approach to suppress the ocean disturbance. The simulation results demonstrate the effectiveness of the proposed method.展开更多
The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines （strategic marketing, strategic management, and hum...The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines （strategic marketing, strategic management, and human resources management）. This paper presents employer branding as an approach based on effective strategic organizational resources and a precise employer branding management process. In this paper, the target is to define a possible frame in order to interpret employer branding techniques as control and regulation mechanisms. Control in organizations has long been a topic of interest for researchers and practitioners, alike who generally recognize that control mechanisms are needed to ensure that organizations may achieve their goals. It has been carried out a field work on the Italian Aeronautical Meta district, that generates annual revenues equal to EUR 8.7 billion and employees 36,300 people, of whom approximately 10% are employed in the space sector. Through this field work, the intention aim is to understand if and how employer branding may create, enforce, and set up internal and shared meaning and values. In particular, stemming from the empirical research＇s evidences, this paper tries to conceptualize employer branding as a factor to persuade and influence the way that organizational actors enact in a socially constructed context. In this effort, the aim is to understand how managers may affect meanings, values goals, and opinions through an effective action on employer branding that can play a crucial role in affecting sense-making processes, meanings, interpretations of the symbolic environment. The paper therefore opens up to new horizons, since it embraces a new application for employer branding, considering it as a modern control system and proposing an innovative approach in managerial control, founded on organizational identity as a key concept in an organizational citizenship＇s perspective展开更多
基金The support of the National Nature Science Foundation of China(Nos.61074053 and 61374114)the Applied Basic Research Program of Ministry of Transport of China(No.2011-329-225-390)are gratefully acknowledged
文摘A dynamically positioned vessel, by the International Maritime Organization （IMO） and the certifying class societies （DNV, ABS, LR, etc.）, is defined as a vessel that maintains its position and heading （fixed location or pre-determined track） exclu- sively by means of active thrusters. The development of control technology promotes the upgrading of dynamic positioning （DP） systems. Today there are two different DP systems solutions available on the market： DP system based on PID regulator and that based on model-based control. Both systems have limited disturbance rejection capability due to their design principle. In this paper, a new DP system solution is proposed based on Active Dis^n＇bance Rejection Control （ADRC） technology. This technology is com- posed of Tracking-Differentiator （TD）, Extended State Observer （ESO） and Nonlinear Feedback Combination. On one hand, both TD and ESO can act as filters and can be used in place of conventional filters; on the other hand, the total disturbance of the system can be estimated and compensated by ESO, which therefore enhances the system＇s disturbance rejection capability. This technology＇s advantages over other methods lie in two aspects： 1） This method itself can not only achieve control objectives but also filter noisy measurements without other specialized filters; 2） This method offers a new useful approach to suppress the ocean disturbance. The simulation results demonstrate the effectiveness of the proposed method.
文摘The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines （strategic marketing, strategic management, and human resources management）. This paper presents employer branding as an approach based on effective strategic organizational resources and a precise employer branding management process. In this paper, the target is to define a possible frame in order to interpret employer branding techniques as control and regulation mechanisms. Control in organizations has long been a topic of interest for researchers and practitioners, alike who generally recognize that control mechanisms are needed to ensure that organizations may achieve their goals. It has been carried out a field work on the Italian Aeronautical Meta district, that generates annual revenues equal to EUR 8.7 billion and employees 36,300 people, of whom approximately 10% are employed in the space sector. Through this field work, the intention aim is to understand if and how employer branding may create, enforce, and set up internal and shared meaning and values. In particular, stemming from the empirical research＇s evidences, this paper tries to conceptualize employer branding as a factor to persuade and influence the way that organizational actors enact in a socially constructed context. In this effort, the aim is to understand how managers may affect meanings, values goals, and opinions through an effective action on employer branding that can play a crucial role in affecting sense-making processes, meanings, interpretations of the symbolic environment. The paper therefore opens up to new horizons, since it embraces a new application for employer branding, considering it as a modern control system and proposing an innovative approach in managerial control, founded on organizational identity as a key concept in an organizational citizenship＇s perspective
