Austenite and Austenitic Definitions

Austenite is face-centered cubic iron. The term austenite is also applied to iron and steel alloys that have the FCC structure (austenitic steels). Austenite is a non-magnetic allotrope of iron. It is named for Sir William Chandler Roberts-Austen, an English metallurgist known for his studies of metal physical properties. Also Known As: gamma-phase iron or ÃŽ ³-Fe or austenitic steel Example: The most common type of stainless steel used for food service equipment is austenitic steel. Related Terms Austenitization, which means heating iron or an iron alloy, such as steel, to a temperature at which its crystal structure transitions from ferrite to austenite. Two-phase austenitization, which occurs when undissolved carbides remain following the austenitization step. Austempering, which is defined as a hardening process used on iron, iron alloys, and steel to improve its mechanical properties. In austempering, metal is heated to the austenite phase, quenched between  300–375  Ã‚ °C (572–707  Ã‚ °F), and then annealed to transition the austenite to ausferrite or bainite. Common Misspellings: austinite Austenite Phase Transition The phase transition to austenite may be mapped out for iron and steel. For iron, alpha iron undergoes a phase transition from  912 to 1,394  Ã‚ °C (1,674 to 2,541  Ã‚ °F) from the body-centered cubic crystal lattice (BCC) to the face-centered cubic crystal lattice (FCC), which is austenite or gamma iron. Like the alpha phase, the gamma phase is ductile and soft. However, austenite can dissolve over 2% more carbon than alpha iron. Depending on the composition of an alloy and its rate of cooling, austenite may transition into a mixture of ferrite, cementite, and sometimes pearlite. An extremely fast cooling rate may cause a martensitic transformation into a body-centered tetragonal lattice, rather than ferrite and cementite (both cubic lattices). Thus, the rate of cooling of iron and steel is extremely important because it determines how much ferrite, cementite, pearlite, and martensite form. The proportions of these allotropes determine the hardness, tensile strength, and other mechanical properties of the metal. Blacksmiths commonly use the color of heated metal or its blackbody radiation as an indication of the metals temperature. The color transition from cherry red to orange-red corresponds to the transition temperature for austenite formation in medium-carbon and high-carbon steel. The cherry red glow is not easily visible, so blacksmiths often work under low-light conditions to better perceive the color of the glow of the metal. Curie Point and Iron Magnetism The austenite transformation occurs at or near the same temperature as the Curie point for many magnetic metals, such as iron and steel. The Curie point is the temperature at which a material ceases to be magnetic. The explanation is that the structure of austenite leads it to behave paramagnetically. Ferrite and martensite, on the other hand, are strongly ferromagnetic lattice structures.

Anatomical Position Definitions and Illustrations

The standard anatomical position is considered the reference position for a given organism. For humans, the standard position is at rest, standing erect while facing forward. Every other anatomical position is described with respect to this standard position. Anatomical positions are important because they give us a frame of reference for describing the body. Similar to a compass, they give us a universal way to describe the position of an organism. The concept of anatomical position is particularly important in medicine, as mistakes can occur if medical professionals do not have a shared point of reference for discussing patients bodies. Key Terms Supine: Horizontal position with the face oriented upProne: Horizontal position with the face oriented downRight lateral recumbent: Horizontal position with the right side oriented downLeft lateral recumbent: Horizontal position with the left side oriented downOther common positions include  Trendelenburgs  and  Fowlers  positions Anatomical Positions The four main anatomical positions are: supine, prone, right lateral recumbent, and left lateral recumbent. Each position is used in different medical circumstances. Supine Position Copyright Evelyn Bailey Supine position refers to a horizontal position with the face and upper body facing up. In the supine position, the ventral side is up and the dorsal side is down. A number of surgical procedures use the supine position, particularly when access to the thoracic area/cavity is needed. Supine is the typical starting position for human dissection as well as for autopsies. Prone Position Copyright Evelyn Bailey Prone position refers to a horizontal position with the face and upper body facing down. In the prone position, the dorsal side is up and the ventral side is down. A number of surgical procedures use the prone position. It is most commonly used for surgeries requiring access to the spine. The prone position also helps to increase oxygenation in patients with respiratory distress. Right Lateral Recumbent Position Copyright Evelyn Bailey The word lateral means to the side, while recumbent means lying down. In the right lateral recumbent position, the individual is lying on their right side. This position makes it easier to access a patients left side. Left Lateral Recumbent Position Copyright Evelyn Bailey The left lateral recumbent position is the opposite of the right lateral recumbent position. In this position, the individual is lying on their left side.  This position makes it easier to access a patients right side. Trendelenburg and Fowlers Positions Fowlers Position and Trendelenburg Position. Copyright Evelyn Bailey Other common positions include Trendelenburgs and Fowlers positions. Fowlers position has a person sitting up (straight or with a slight lean), while Trendelenburgs position has the person in a supine position with the head about 30 degrees lower than the feet. Fowlers position is named after George Fowler, who originally used the position as a way to help with peritonitis (inflammation of the membrane lining of the abdominal wall). Trendelenburgs position is named after Friedrich Trendelenburg and is often used in surgery and to improve venous blood return to the heart.

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Literature Review for Uber Unfair Dismissal Case- myassignmenthelp

Question: Discuss about theLiterature Review for Uber Unfair Dismissal Case. Answer: Introduction Human resource is the biggest asset for any organization which could help the organization to attain its goals and the objectives. In this assessment, business article on the Uber Companys unfair dismissal cases will be discussed. Uber is a well-known multinational service providing company involved in providing cab services to its users. Under this article, it was observed that Uber was not treating its cabdrivers in fair manner. The main concern was Uber was treating its drivers as their employees and it was leading to the exploitation of the drivers interest in the company. In order to determine various objectives regarding this article, Significance, objectives, issues, etc. will be identified in order to gain appropriate knowledge in relevance with the business article. Significance of Study According to Thijssens, Bollen, Hassink (2015), business article was published on the treatment done by the Uber Company with its employees. They were not treating their cab drivers as their permanent employees and it was leading to various issues. In this literature review, various aspects of this case will be discussed. As per the AFR report, Uber Company was exploiting its employees (driver) rights. The benefits which should an employee should get from its employer were not given to the drivers due to this unfair treatment. With regards to this, Rideshare Drivers Association of Australia defended the drivers of Uber and they filed a case against the company so that Uber Companys drivers could get adequate benefits. With practising this functionality, Uber was exploiting the job security of the drivers. The case filed by the Association was submitted to the Fair Work Commission with regards to breaching of contracts which were made by the company with the drivers. The contracts te rms and conditions clearly describes that drivers are performing functionalities for company as per the requirement. In this scenario, companys liability towards the drivers was nil if they wants to discontinue with the driver. Issues With the effect of this business article, Collings (2014), reviewed the case and argued that this was leading to enhancement of the job security with the employees (drivers) linked with the company. As per the Human Resource policies published by the Australian government, organization needs to work for employees interest which is also a corporate social responsibility from the perceptive of the organization. The major issue which was employees were facing with the organizations act was leading to the job insecurity to the drivers. As per the rules and the regulations, employees have the right to know regarding the amendments made in the policies of the company. Irrelevance to this fact, Uber Company has overruled this policy and they have developed contracts under which organization does not need to provide any type of prior notice before retrenchment of drivers or breaching of contract. Apart from this, it was also leading to the breaching of the corporate social responsibility in which organization needs to develop and maintain certain criteria for securing its stakeholders interest. Uber was practising unethical activities which were leading to the development of negative image in the consumers as well as in employees mind-sets. Reviewing the functionalities of the organization, Uber was not following any of the ethical policy in their working procedure. In the given scenario, drivers faces any situation while serving for company; they will not be liable to provide any kind of services or help. This was not only affecting the interest of the employees, it was leading to the various issues such as organizations image was declining in the global market. Objective Objective of this research is to identify the motive of Uber Company in relevance with the unfair dismissal of its employees. Employees are known as the workforce of the organization and they are the major sources through which organization could reach its desired objectives and the goals. But Uber Company is following unfair practices under which they have made new contracts for the drivers with unethical clauses. These clauses define that organization could break the contract when they feel and no employee can take any kind of legal action against the organizational decision. The amendments done by the organizational management was without informing the drivers. It was leading to the job insecurity for the drivers. As per Cook (2016), every company needs to follow and adopt HR policies and with regards to those policies, organization needs to develop certain strategies through which organization could secure its employees and other stakeholders interest. But as per the article publ ished, Uber was not fulfilling these requirements which were enhancing the job security as well as it was leading to the breaching of CSR (Corporate Social Responsibility). Apart from identifying the motive behind the companys amendments in the policies, it was also observed that the organization was performing these activities for securing themselves from any kind of liability towards its drivers. It was also leading to the breaching of the HR policies and it was not leading to dissatisfaction amongst the employees (drivers). The unethical behaviour done by the Uber Company was analysed from the business article and through the same article, various other unethical activities practiced by the organization were also gets analysed. Sources of Information and research design The strategy used for conducting above research is qualitative research design. For the better understanding and the evaluation, secondary sources of the information were used as Secondary stakeholder influence on CSR disclosure: An application of stakeholder salience theory. Identify Hypothesis and Conclusion In order to determine the hypothesis for above case, from the perception of the Uber Company, it can be evaluated that the overall objective of the company is to gain maximum profits and the revenues while another hypothesis situation will be from the perception of the employees. It is said that, they should be treated with adequate benefits and rewards which should be provided to a permanent employee. From the above research, it can be concluded that organizational performance should met the objectives of the employees to attaining better growth and success. As Uber Company is not fulfilling the HR policies as well as the CSR requirements which were leading them towards the declining position in the global market. Bibliography Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, 49(2), 253-261 Cook, M. (2016). Personnel Selection: Adding Value Through People-a Changing Picture. John Wiley Sons. Thijssens, T., Bollen, L., Hassink, H. (2015). Secondary stakeholder influence on CSR disclosure: An application of stakeholder salience theory. Journal of Business Ethics, 132(4), 873-891.