Positive Train Control Term Paper Example | Topics and Well Written Essays - 2500 words

Positive Train Control - Term Paper Example Implementation of PTC is anticipated to range over the total rail track mileage of 70,000. PTC is basically a technology of train control that is processor or communication based meant to reduce the frequency of collisions between trains, derailments upon over-speeding, attacks into the defined zones of work, and a train’s improper movement through the main line switch. The systems of PTC are needed to execute various types of functions. There is a wide range of PTC systems that vary depending upon a number of factors that include but are not limited to the level of sophistication and complexity of the functionality and automation implemented by them, their wayside system which can be cab signaled, block signaled, or non-signaled, the kind of system architecture used, and the level of control they can achieve over the train. Use of the PTC system in the railroad industry has increased the safety of traveling by train manifolds. The Federal Railroad Administration (FRA) support s all rail carriers that are required to install and implement the PTC system as per law and others that implement the PTC system voluntarily, by means of a mix of project safety measures, regulatory reforms, funds, and technological development. The final rule encompassing the requirements of PTC was published by FRA on 15 January 2010, whereas the final rule amendments were published on 27 September 2010 and subsequently on 14 May 2012. 41 railroads initially deposited the plans of implementation that were reviewed by FRA but denied the approval of all prior to the statutory deadline of 90 days for review. Upon the resubmission of all 41 implementation plans, FRA finally approved 24 unconditionally, 1 conditionally, gave provisional approval to 14 implementation plans that were deposited with the Notices of Product Intent that were supposed to be resubmitted along with a development plan of PTC in 270 days, while 2 plans were disapproved. However, the staff of FRA sustained workin g with them to formulate approvable plans. Currently, FRA is collaborating with two more railroads that were not identified before in order to formulate and deposit successful plans of implementation. The fundamental idea in PTC is that the safety of train’s journey is enhanced by making it aware of its location and guiding it so that it stays on the right track. PTC achieves these functions by making use of networks of communication. â€Å"PTC systems are comprised of digital data link communications networks, continuous and accurate positioning systems such as NDGPS, on-board computers with digitized maps on locomotives and maintenance-of-way equipment, in-cab displays, throttle-brake interfaces on locomotives, wayside interface units at switches and wayside detectors, and control center computers and displays† (Poor, Lindquist, and Wendt, 2009). This prevents the train from making unsafe movements. PTC systems can work in both signaled and dark territories and may a lso use the GPS to guide the train. One of the main goals of FRA is, â€Å"To deploy the Nationwide Differential Global Positioning System (NDGPS) as a nationwide, uniform, and continuous

Organizational Culture Assignment Example | Topics and Well Written Essays - 750 words

Organizational Culture - Assignment Example During the recruitment phase the prospective employees are required to fill firms having features like cross-word puzzles, so as to extend to the future employees the idea of what Zappos is all about. During the encounter phase Zappos resorts to an extensive orientation program to immerse the new employees into the quintessential Zappos values. The company offers the new employees a $1000 reward in case they decide not to join Zappos. This gives the new employees an idea of the kind of commitment to organizational values that Zappos expects of them. During the last phase of organizational socialization that is during the change and acquisition phase, Zappos allows the employees to evince commitment to its essential value of customer service in an extempore and innately natural manner. The Zappos employees are not expected to resort to any script or format while dealing with the customers. Zappos also offers happy hours to its employees when they engage in team activities and recreati on. This allows the employees to develop commitment to the Zappos values in their own unique and natural manner. 2. There is no denying the fact that the success of a company to a large extent depends on its employees’ capacity to gel their personal beliefs and values with the organizational values. Zappos has a concerted strategy aimed at assuring that its organizational values fit with the values of the people it hires. Zappos has an extensive recruitment program which seriously digs into the values of the prospective employees to access as to what extent the values of a future employee blend with the Zappos’ organizational values. Once the employees are recruited, Zappos conducts an orientation programs to make sure that the new employees do get an idea of the essential Zappos values woven around customer service and ingenuity. Zappos offers to every new employee an incentive of $1000, in case one decides to quiet right at the start. This strategy extends to Zappos an opportunity to access as to what extent the values of the recruited employees blend with the organizational values. This also helps Zappos configure that to what extent an employee is comfortable with and committed to the organizational values. Part B 1. A few years back I had a chance to work at the local Sugar Sweet Bakery. It was a Big Bakery that employed around 67 people. Extending a personalized service to each and every customer happened to be a core value at Sugar Sweet Bakery. To embed this value in the organizational culture, Mr. Butler, the owner of the Bakery made it a point to role model the core values that this business was committed to. Each and every employee at Sugar Sweet was personally greeted by Mr. Butler every morning as one entered the Bakery. All employees were expected to have their breakfast every morning with Mr. Butler and other managers at the Bakery premises. During breakfast employees were encouraged the share their experiences and concerns with ea ch other and the management. The objective was to give way to a family like atmosphere at the organization. Consequently the employees carried this acquired value of personalized care to the customers and extended a personalized and customized service to each and every customer that visited the Sugar Sweet Bakery. 2. Though the family like organizational atmosphere at this