针对水光互补系统各电站补偿关系复杂且补偿效益分摊难以量化的问题,提出一种适用于量化水光互补系统效益补偿关系的求解方法,通过对梯级优化调度及水光互补优化调度后发电量的对比,得出水光互补动态过程指标和静态特性指标,建立水光互...针对水光互补系统各电站补偿关系复杂且补偿效益分摊难以量化的问题,提出一种适用于量化水光互补系统效益补偿关系的求解方法,通过对梯级优化调度及水光互补优化调度后发电量的对比,得出水光互补动态过程指标和静态特性指标,建立水光互补补偿效益分摊模型,并采用改进的客观权重赋权-优劣解距离法(criteria importance through intercriteria correlation-technique for order preference by similarity to an ideal solution,CRITIC-TOPSIS)求解补偿效益分摊比例,明晰各电站之间的损益关系。以澜沧江上游西藏段水光互补清洁能源基地为例进行求解,结果表明该方法考虑梯级水电站与光伏电站间的利益关系,同时兼顾梯级水电站内部的效益得失,分摊结果公平合理,可以平衡各主体之间的利害关系,有利于调动施益主体参与互补运行的积极性,实现清洁能源基地整体效益最大化。展开更多
在双碳目标的背景下,公平分摊电力系统各参与主体碳责任,对实现电力系统低碳发展具有重要意义。从价值和收益对等原则考虑,不管所处电网位置如何,只要对于全社会碳减排有贡献就应该根据其贡献程度进行奖励,因此,该文提出一种“位置公平...在双碳目标的背景下,公平分摊电力系统各参与主体碳责任,对实现电力系统低碳发展具有重要意义。从价值和收益对等原则考虑,不管所处电网位置如何,只要对于全社会碳减排有贡献就应该根据其贡献程度进行奖励,因此,该文提出一种“位置公平”的用户侧碳责任分摊方法。首先独立系统运营商(Independent System Operator,ISO)以发电成本最小化进行预出清,基于平均碳排放因子计算预出清各负荷碳责任,接着利用平均边际碳排放率对负荷侧碳责任进行调整核算,建立考虑碳责分摊的ISO-负荷侧需求响应双层优化模型。通过算例分析与碳流理论碳责任分摊方法进行对比,结果显示所提方法能够在需求响应前后公平合理地计量各节点负荷碳排放责任,有效促进电力系统源荷互动减碳,降低整体碳排放,验证了所提方法的有效性与优越性。展开更多
The purpose of this study is to determine the effect of collective bargaining on employee motivation in the Zimbabwean gold mining sector.The continued restless among employees at various gold mines in the midlands pr...The purpose of this study is to determine the effect of collective bargaining on employee motivation in the Zimbabwean gold mining sector.The continued restless among employees at various gold mines in the midlands province has resulted in productivity levels dwindling.There has been increased labour turnover by employees as well as increased union representation to management.Questionnaire were used to collect data.In this article a population of one thousand employees was used.A sample of two hundred employees was selected across the board.The results of the study indicate positive relationships between collective bargaining and job satisfaction among the employees in the Zimbabwean gold mining sector.Implications of these results are that the human resource interventions are required in order to create an environment in which employees can freely engage in collective bargaining.Furthermore,the results indicate that collective bargaining engenders intrinsic motivation and above all allows for the protection of employee’s rights and welfare as well as promoting industrial democracy.This study recommends that managers should guard against preventing or obstructing employees from seeking legal redress to protect their interest.In addition,labour officers should be given the right of reasonable access to workers during working hours at their organisations for the purposes of advising the workers on the law.The employees should be given a latitude to belong to a trade union and or workers committee.展开更多
文摘针对水光互补系统各电站补偿关系复杂且补偿效益分摊难以量化的问题,提出一种适用于量化水光互补系统效益补偿关系的求解方法,通过对梯级优化调度及水光互补优化调度后发电量的对比,得出水光互补动态过程指标和静态特性指标,建立水光互补补偿效益分摊模型,并采用改进的客观权重赋权-优劣解距离法(criteria importance through intercriteria correlation-technique for order preference by similarity to an ideal solution,CRITIC-TOPSIS)求解补偿效益分摊比例,明晰各电站之间的损益关系。以澜沧江上游西藏段水光互补清洁能源基地为例进行求解,结果表明该方法考虑梯级水电站与光伏电站间的利益关系,同时兼顾梯级水电站内部的效益得失,分摊结果公平合理,可以平衡各主体之间的利害关系,有利于调动施益主体参与互补运行的积极性,实现清洁能源基地整体效益最大化。
文摘在双碳目标的背景下,公平分摊电力系统各参与主体碳责任,对实现电力系统低碳发展具有重要意义。从价值和收益对等原则考虑,不管所处电网位置如何,只要对于全社会碳减排有贡献就应该根据其贡献程度进行奖励,因此,该文提出一种“位置公平”的用户侧碳责任分摊方法。首先独立系统运营商(Independent System Operator,ISO)以发电成本最小化进行预出清,基于平均碳排放因子计算预出清各负荷碳责任,接着利用平均边际碳排放率对负荷侧碳责任进行调整核算,建立考虑碳责分摊的ISO-负荷侧需求响应双层优化模型。通过算例分析与碳流理论碳责任分摊方法进行对比,结果显示所提方法能够在需求响应前后公平合理地计量各节点负荷碳排放责任,有效促进电力系统源荷互动减碳,降低整体碳排放,验证了所提方法的有效性与优越性。
文摘The purpose of this study is to determine the effect of collective bargaining on employee motivation in the Zimbabwean gold mining sector.The continued restless among employees at various gold mines in the midlands province has resulted in productivity levels dwindling.There has been increased labour turnover by employees as well as increased union representation to management.Questionnaire were used to collect data.In this article a population of one thousand employees was used.A sample of two hundred employees was selected across the board.The results of the study indicate positive relationships between collective bargaining and job satisfaction among the employees in the Zimbabwean gold mining sector.Implications of these results are that the human resource interventions are required in order to create an environment in which employees can freely engage in collective bargaining.Furthermore,the results indicate that collective bargaining engenders intrinsic motivation and above all allows for the protection of employee’s rights and welfare as well as promoting industrial democracy.This study recommends that managers should guard against preventing or obstructing employees from seeking legal redress to protect their interest.In addition,labour officers should be given the right of reasonable access to workers during working hours at their organisations for the purposes of advising the workers on the law.The employees should be given a latitude to belong to a trade union and or workers committee.