#Which theory the orcaflex is based on manual#
#Which theory the orcaflex is based on full#

The definition of wave heading is transformed such that a 0 degree heading, which is incident on the stern in the OrcaFlex format, is incident on the bow in the Flexcom format.

The conventions used in Orcaflex are as follows: Flexcom can import RAO data from an OrcaFlex text data file (.yml) only.

#Which theory the orcaflex is based on full#

The model was scaled down and the scale ratio to match the water depth of full system is 1:128. In this paper, scaled model tests and numerical simulations were carried out in order to investigate the motion characteristics of the OC3-Hywind spar-buoy type floating offshore wind turbine.

#Which theory the orcaflex is based on manual#

Technical support Both technical software support (for problems with creating a model or performing an analysis) and systems support (for installation, licensing, and hardware-related OrcaFlex ?,?(SCR)?,? SCR ? OrcaFlex ?,? user manual, theory manual, verification manual, developer manual (more than 25000 pages both in French and English with machine translation) User doc, tutorials, demos, developer's guide 50+ tutorials, 50+ video lectures, Doxygen user manual, tutorials ANSYS engineering simulation and 3D design software delivers product modeling solutions with unmatched scalability and a comprehensive multiphysics foundation. It harmonizes and matches employeesВ’ needs and aspirations with organizational needs and aspirations.A comprehensive help system, an example manual, a theory manual and a range of presentations extracted from our training courses material. Theory Y searches and discovers the ways in which an employee can make significant contributions in an organization. Theory Y encourages decentralization of authority, teamwork and participative decision making in an organization. Employees should be given opportunities to contribute to organizational well-being. Theory Y implies that the managers should create and encourage a work environment which provides opportunities to employees to take initiative and self-direction. Many organizations are using Theory Y techniques. It implies that employees are reluctant to organizational changes. Theory X encourages use of tight control and supervision. Quite a few organizations use Theory X today. Thus, he encouraged cordial team relations, responsible and stimulating jobs, and participation of all in decision-making process. McGregor views Theory Y to be more valid and reasonable than Theory X. If correlate it with MaslowВ’s theory, we can say that Theory X is based on the assumption that the employees emphasize on the physiological needs and the safety needs while Theory X is based on the assumption that the social needs, esteem needs and the self-actualization needs dominate the employees. Thus, we can say that Theory X presents a pessimistic view of employeesВ’ nature and behaviour at work, while Theory Y presents an optimistic view of the employeesВ’ nature and behaviour at work.

In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems. Their logical capabilities should be fully utilized.

The employees have skills and capabilities.

In fact, he can even learn to obtain responsibility.

An average employee can learn to admit and recognize the responsibility.

If the job is rewarding and satisfying, then it will result in employeesВ’ loyalty and commitment to organization.

Employees may not require only threat, external control and coercion to work, but they can use self-direction and self-control if they are dedicated and sincere to achieve the organizational objectives.

They exercise their physical and mental efforts in an inherent manner in their jobs.

Employees can perceive their job as relaxing and normal.

An average employee needs formal direction.

Employees generally dislike responsibilities.

Many employees rank job security on top, and they have little or no aspiration/ ambition.

The managers adopt a more dictatorial style. A close supervision is required on part of managers. Since the employee does not want to work, he must be persuaded, compelled, or warned with punishment so as to achieve organizational goals.

An average employee intrinsically does not like work and tries to escape it whenever possible.

According to McGregor, the perception of managers on the nature of individuals is based on various assumptions. In 1960, Douglas McGregor formulated Theory X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals (employees): one of which is negative, called as Theory X and the other is positive, so called as Theory Y.