Condition Monitoring/Predictive Maintenance

The Aerzen iAir Remote Monitoring System (RMS) is a comprehensive monitor that can be attached to any blower or compressor to capture real-time activities and conditions. Based on industrial cellular technology, the RMS can function in any location with cellphone coverage for both indoor and outdoor applications. The system is easily installed and linked directly to your cell phone for up-to-the-minute condition reports and notifications. This allows for peace of mind and troubleshooting when you are not accessible to the equipment.

Perfect for independent installations with no on-site maintenance personnel.List of applications:
 Remote terminals for Cement processing
Critical blower or compressor installations
High value equipment performance monitoring
Root cause analysis & system

 Note: Unit is not rated for use in hazardous zones.

Monitor operational data and parameters:
Inlet & discharge pressure/ temperatures
Oil level, pressure & temperatures
System pressure, RPM & overall vibration
Electric load and more

Equipment monitoring and full reporting analysis from any location

 The iAir Remote System reviews the actual usage of the equipment and sends alerts and reminders via text or email directly to the user. Log on anytime for a real-time report to make maintenance and emergencies more manageable.
 
Call A Remote Monitoring Specialist To Discuss Your Application: 877-673-0499

  

Turbo Blowers. Positive Displacement Blowers. Hybrid Rotary Lobe Blowers. Which one should you choose for your wastewater treatement application? How much energy can you really save? Who can you trust to give you an objective answer? The best place to start is by downloading the Engineer's Mini-Guide To Blower Technology Selection.

In the mini-guide there is a quick, five step process that will lead you to the best technology for your needs.

• Step One:  Takes you through a brief "Life Cycle Evaluation"
• Step Two: A look at Pressure Differential
• Step Three: Duty Variables
• Step Four: Right Sizing Of Individual Blowers
• Step Five: Representative Energy Use Calculations

A simple table is presented at the end of the guide for you to add-in specific information for your application. There is contact information listed if you need to speak to an Application Specialist for assistance as well.

This quick - two page pdf makes it easy and effective to determine which blower technology you should consider. Turbo Blowers. Hybrid Blowers. PD blowers.

 

Want to get even more energy efficiency? Talk to an Application Specialist about COMBINING a Hybrid Blower with a Turbo Blower.

 

Three main blower technologies are condsidered for waste water treatment applications:

• High-Speed Turbo Blowers
• Hybrid Blowers (Rotary Lobe Compressors)
• Positive Displacement Blowers

To determine the best one for a WWTP application, Water Online conducted a radio show featuring Tom McCurdy from Aerzen USA to get the latest insights and approaches to choosing the best technology.

Now Aerzen has all three technologies and is the only one who is actually combining them together to get even more energy efficiency in waste water applications.

Listen to the radio show and then download the Engineer's Mini-Guide To Blower Technlogy Selection.

 

 

Abstract

Purpose – The purpose of this paper is to analyze the effects of an athlete's body type, team characteristics, and pay on performance in the Tour de France (“the Tour”). Based on the concept of scaling and the concept of human capital, the paper aims to derive a set of hypotheses. Design/methodology/approach – Secondary data were collected about all riders that finished the Tour in the years from 2002 to 2005 leading to a total number of n=600 observations. Random effects regression models are estimated with rank as the dependent variable. Findings – The findings indicate that lighter riders perform better in the Tour than heavier cyclists. Better teammates were found to increase average riders' performances, whereas top riders did not benefit from top teammates. Experience (rider, teammates, coach) was a significant driver of performance. Research limitations/implications – Team managers should pay attention to the composition of the team. Having only one strong team captain and several good coworkers was more effective than having several star riders (i.e. potential captains) in a team. Practical implications – The findings with regard to team composition can be transferred to other sports and professions where teamwork plays an important role. Successful teams should consist of only one captain and several good coworkers. Originality/value – The paper extends previous work on the determinants of performance in the Tour by using a longitudinal dataset that covers more variables than previous research.

Abstract

Purpose – This paper aims to explore the role of goal-oriented attitudes and behaviors as antecedents of conflict management and the subsequent impact of conflict management on team outcomes in virtual teams. Of particular interest is the role of “commitment to team goals” as a predictor of successful conflict management and the subsequent impact of conflict management on team outcomes. Design/methodology/approach – This paper describes the results from a quasi-experimental study examining the relationships among commitment to team goals, conflict management and team outcomes in virtual teams. First, it provides an in depth review of relevant empirical findings. Next, it describes a study examining the relationships between three sets of variables: commitment to team goals; conflict management; and team outcomes (performance and attitudinal) in the context of virtual teams. Data were collected from 141 students grouped in 39 teams size 3 to 4 that were part of four cohorts of an Engineering Management course. Findings – The results provide some preliminary evidence that conflict management mediated the relationships between goal commitment and team outcomes. Results suggest that commitment to team goals is a significant predictor of successful conflict management. Findings also suggest that teams that are more actively involved in preventing and solving their conflict experience a significant increase in the relationship between commitment to team goals and team performance, suggesting that use of effective conflict management can support team effectiveness in the context of virtual teams. Finally, limitations and suggestions for future research are presented. Originality/value – This paper sheds some light into the role conflict as a mediator on the relationship between goal commitment and virtual team effectiveness. It provides preliminary evidence that conflict management plays a critical role in enhancing virtual team effectiveness.

Abstract

Purpose – The purpose of this study is to show that the presence of strong personality traits in management teams may have limiting effects on the teams' ability to adapt to critical changes in their business environments. Design/methodology/approach – The financial operations characterizing ten management teams have been traced over three years, and the personalities of all managers were measured during the first phase of the project. A critical incident in the market signalled a need to adapt after about 20 months. The ensuing adaptation was analysed and related to the presence of strong personality traits, plotting all data in two-dimensional space to visualize the relationship between personality and business operations. Findings – The intra-team maximum traits were systematically related to a tendency to perform habitual business in the teams. Only intelligence and stability were related to better performance after the crisis, suggestion that other strong traits may impose rigidity. Research limitations/implications – The sample is limited to ten management teams, but these are followed for three years through 33 observation points. Also, a visualization technique based on factor analysis is used in addition to regression equations as one of the main methodological tools. Practical implications – Managers composing teams should observe the presence of strong traits and take action to prevent obstructing adaptation after crises. This knowledge may induce efforts to overcome rigidity and understand the value of reflection-in-action for teams. Originality/value – The paper presents a new way of conceptualizing the role of personality in management teams and shows its immediate impact on business performance in a real-life setting.

Abstract

Purpose – The purpose of this paper is to highlight the important factors which need to be taken into consideration to manage a diversified team. It also aims to provide business managers and executives with a framework of how to best utilize and implement teams in the workplace so as to maximize both internal and external diversified skill sets and capabilities in team members. Design/methodology/approach – An extensive review of existing literature was done to form the views of the authors on the issue. A strengths, weaknesses, oppositions, threats (SWOT) analysis of diversified teams was done with the help of secondary research. The concept is based on the author's own practical experience. A combination of primary and secondary research was used to highlight and strengthen the author views and opinions. The original ideas and basic concepts are based on the author's own experiences. Findings – The study found the maximum benefits of a diversified team. The findings show that effective teamwork requires members to recognize the team as a unit with common goals, values, and norms. The more that team members identify with each other, the more likely they are to believe they hold similar goals. Research limitations/implications – The paper is an attempt to express the real organizational scenario which is based on a sample of 20 corporate executives who dealt with a similar issue. The industries selected were in Delhi – NCR. There is reason to believe that if study had to be done in some other parts of the county, results may have been different. The sample taken was not very big, and was also non-random. A large sample may have different results. Practical implications – The study includes an extensive analysis of the organizational diversity and its impact on the performance of the organizations.

Abstract

Purpose – This paper aims to explore the independent and interactive leadership style and team processes on organisational learning in an Indian context. Design/methodology/approach – The methodology used is survey based. Primary data were collected from 36 Indian manufacturing sector executives and in total there were three teams (n=11, n=13 and n=12). Findings – It was found that overall leadership style and transactional leadership had significant positive impact on organisational learning. Furthermore, team processes like cohesion and support and confrontation and problem solving were also found to be important predictors of organisational learning. The interactive effect of independent variables on dependent variable was also positive and significant. Research limitations/implications – Discussions are performed and conclusions are drawn in the light of existing literature. The study bears implications for researchers to take on similar research in other contexts. Practical implications – The study bears significant implications for executives working in manufacturing organisations. It is suggested that transactional leadership style should be employed to contribute towards organisational learning in such firms. Moreover, the use of team processes will also help in enhancing learning at the team and organisational levels. Originality/value – This paper identifies two significant criterion variables to predict organisational learning. It is a pioneering effort to use team processes and leadership style together as predictors of organisational learning in Indian context.

Abstract

Purpose – Improving work engagement can have significant implications for performance at individual, team and organisational level. The purpose of this paper is to investigate the effects of occupational self efficacy and human resource development (HRD) climate on work engagement among business executives of select business organisations in India. In addition, it aims to attempt to examine the mediating effect of HRD climate on self efficacy and work engagement relationship. Design/methodology/approach – The sample consisted of 150 business executives from both public and private sector manufacturing and service organisations in India. Data were collected through both personal visits and online questionnaires. Correlation and regression analyses were used to test the research hypotheses. Specifically, Baron and Kenny's method was used for testing the hypotheses of mediation. Findings – A significant relationship was found between all variables in the study. All the study hypotheses were supported. HRD climate was found to partially mediate the relationship between occupational self-efficacy and work engagement. Interestingly, both HRD climate and self-efficacy affect work engagement both directly and indirectly through influencing the other. Practical implications – Work engagement requires the workforce that is endorsed with self-efficacy as dispositional trait. In addition, improving the HRD climate can have significant implications for enhancing the work engagement among Indian business executives. Originality/value – By investigating the relationship between self-efficacy, HRD climate and work engagement the present study made an effort to fulfil the gap in academic literature where there is a significant dearth of academic literature on work engagement from developing economies.