Food Security Coursework Example | Topics and Well Written Essays - 750 words

Food Security - Coursework Example The United States does not have the capacity to provide food security to the rest of the world despite having a pool of high expertise, science and technology. Barriers to food security include poor distribution networks, border barriers and poor infrastructure. Issues of food safety coupled with diverse national and international standards across the world also play a key role in inhibiting achievement of food security. It is therefore important to note that globalization may either lead to persisting food insecurity if international organizations such as World Trade Organization fail to intervene on global barriers to food security. According to Department of State, the 2008 crisis does not only illustrate the kind of disruptions the US can experience but also demonstrate the extent of unpreparedness.  The United States does not have the capacity to provide food security to the rest of the world despite having a pool of high expertise, science and technology. Barriers to food sec urity include poor distribution networks, border barriers and poor infrastructure. Issues of food safety coupled with diverse national and international standards across the world also play a key role in inhibiting achievement of food security.   The 2008 crisis does not only illustrate the kind of disruptions the US can experience but also demonstrate the extent of unpreparedness.   Food security for all nations of the world requires long term intervention that focuses on the root causes and the underlying issues of food insecurity.

Staff Training and Development Essay Example for Free

Staff Training and Development Essay From a company perspective, training and development of company employees are essential for organizational operation. From an employee perspective, the same factor is critical for skill development and for career advancement. â€Å"The retention of valued skill sets, are important for continued business achievements† and as a supervisor it is important to continuously train and develop your staff’s skills (McClelland, 1993). As a supervisor of employees whose task is to assemble tuning devices that go into cell phones, it is important to investigate why the quality of work has diminished. Training, managerial development and training, and performance management are some factors that could be attributing to the decrease in quality of the tuning devices assembled by the employees. Trial and error will need to take place in order to determine if the lack of training has been contributing to poor quality work. The training of employees leads to â€Å"increased employee satisfaction, facilitates the updating of skills, leads to an increased sense of belonging and benefit, increased employee commitment to the organization, and strengthens the organization’s competitiveness† (McClelland, 1993). It also improves productivity efforts. â€Å"It is improbable to produce improvements in human performance without relying, to one degree or another, on training† (Asim, Waqas, Cheema, 2012). To determine if training should be necessary or required, it would be important for the supervisor to look back at past training modules and new processes. Employees may need retraining on assembling tuning devices and the importance of quality work ethics. Audits of employee training will focus on task evaluations, work practices, and methods in an attempt to address the problem that has been affecting the employee’s quality of work. Managerial training and development could also play a part of the employee’s quality of work. It is important as a supervisor to attempt to â€Å"improve managerial performance by imparting knowledge, changing attitudes, or increasing skills† (Dessler, 2011, p. 155). Improving managerial skills can assist with implementing ways to improve employee performance and development. As a supervisor, it is important to work on goals and to figure out which goals are not working for your employees. A supervisor needs to assess their management skills to see if it is hindering or affecting the employee’s work ethics. Feedback on employee knowledge or changes in quality need to further discussion with employees on a weekly base especially if there has been a significant decrease in the quality of work. Another factor that a supervisor must ask is how often appraisal performances are conducted and what affect that has been having on the employee’s work quality. Appraisals help the supervisor make â€Å"promotion and salary raise decisions†, it lets the supervisor develop â€Å"a plan for correcting any deficiencies† (the quality of tuning devices), and it facilitates career planning by â€Å"providing an opportunity to review the employee’s career plans in light of his or her exhibited strengths and weaknesses† (Dessler, 2011, p. 170). Creating an appraisal process can shine light on the current issue with the employee’s work quality. If the employees have not been given a goal and/or do not understand their job, it will affect productivity and the quality of work being performed. The supervisor’s appraisal process would reward productive employees and assist the professional growth and development of inexperienced and unproductive individuals. A quarterly appraisal can take place discussing the job description, the process of assembling tuning devices, previously determined goals and objectives; and ongoing observations and communications of performance. These quarterly appraisals provide information for the employees and can assist with assessing the causes of poor assembly of tuning devices. During the annual appraisal, if training or what was previously discussed in the quarterly appraisal has not improved the quality of work, then it may not be training and the Human Resources Department may need to get involved. One other factor not mentioned at the beginning is the potential of environmental change. As a supervisor, any new change in the work environment needs to be taken in consideration. Where there any new changes in assembling of tuning devices for the cell phones that was not covered or mentioned in training? Not all employees are ready for change and if not done correctly it can affect the quality of work. Asim, Waqas, and Cheema (2012) noted â€Å"employees thinking, acting and behaviors are important elements for consideration in order to achieve organizational change successfully†. A change may have been implemented that could be affecting the quality of assembling tuning devices. To improve the employees task to assemble tuning devices that go into cell phones training development, managerial development, performance appraisals, and monitoring change may need to be implemented. Constant monitoring of training and development will assess how the training succeeds. The supervisor will devote time to ensuring that employees get the training programs that is most appropriate for them given their existing skill sets. The supervisor will improve their managing skills and take into consideration any changes in the work environment that has been affecting productivity levels. Assessing these factors will assist in closing the gap between how the employees currently perform in their assembling work and how they need to perform to meet company objectives.

Shapes Investigation :: Papers

Shapes Investigation Summary I am doing an investigation to look at shapes made up of other shapes (starting with triangles, then going on squares and hexagons. I will try to find the relationship between the perimeter (in cm), dots enclosed and the amount of shapes (i.e. triangles etc.) used to make a shape. From this, I will try to find a formula linking P (perimeter), D (dots enclosed) and T (number of triangles used to make a shape). Later on in this investigation T will be substituted for Q (squares) and H (hexagons) used to make a shape. Other letters used in my formulas and equations are X (T, Q or H), and Y (the number of sides a shape has). I have decided not to use S for squares, as it is possible it could be mistaken for 5, when put into a formula. After this, I will try to find a formula that links the number of shapes, P and D that will work with any tessellating shape - my 'universal' formula. I anticipate that for this to work I will have to include that number of sides of the shapes I use in my formula. Method I will first draw out all possible shapes using, for example, 16 triangles, avoiding drawing those shapes with the same properties of T, P and D, as this is pointless (i.e. those arranged in the same way but say, on their side. I will attach these drawings to the front of each section. From this, I will make a list of all possible combinations of P, D and T (or later Q and H). Then I will continue making tables of different numbers of that shape, make a graph containing all the tables and then try to devise a working formula. As I progress, I will note down any obvious or less obvious things that I see, and any working formulas found will go on my 'Formulas' page. To save time, perimeter, dots enclosed, triangles etc.

Advanced practice nurse role within palliative care Essay

The purpose of this assignment is to compare and contrast the current literature related to advanced nursing practice. And to relate this literature to my practice and the role of the palliative care nurse across clinical settings. In my current role as a pain nurse specialist, I am involved in the care and management of patients with intrathecal (IT) catheters mainly for patients with intractable cancer pain. Patients who have been tried and failed on escalating doses of various opiates, and continue to have unsatisfactory pain management with intolerable side effects are often referred to our service for consideration for an intrathecal catheter. Intrathecal catheters have been used for many years now in effort to target the specific pain pathways within the spinal cord, as the medication is delivered directly into the Central nervous system, only small doses are required, and therefore patients experience less side effects, with improved pain control (Myers, J. Chan, V., Jarvis, V., Walker-Dilks, C., 2010). The majority of these patients are approaching the end stages of their disease process, therefore we work quite closely with the hospital Palliative care service when the patient in an inpatient. However post discharge we visit the patients weekly in their own homes, this often involves working at an advanced nursing level, working autonomously, assessing the patient and titrating medication via their IT pump, with some direction from the doctor at Auckland hospital. However this role also involves providing the patient and their family with an element of palliative care also, they often require additional emotional support at this stage. In 2002 the World health organization (WHO) defined palliative care as † An approach that improves the quality of life of patients and their families facing he problems associated with life threatening illness, through the prevention and relief of suffering by means of early identification and impeccable assessment and treatment of pain and other problems, physical, psychosocial and spiritual.† Advanced nursing practice refers to nurses working at an expanded level of practice within a specialized area. Advanced practice is generally defined as the integration of practical knowledge, clinical experience, theoretical knowledge and research base, education, and may involve organization leadership (ANA, 1995). The term advanced practice has been given to various roles within nursing, such as Clinical nurse specialists (CNS), nurse practitioners (NP’s) and other specialized roles within nursing, such as the anaesthetic nurse (Davies, Hughes, 1995). The literature related to advanced nursing practice and palliative care was reviewed using online databases, such as Medline, Ovid, Pubmed and the Cumulative index for nursing and allied health literature (CINAHL). Key words used in the search, were ‘advanced practice nursing’, ‘Clinical nurse specialist’, ‘nurse practitioner’, ‘palliative care’ and ‘nurse prescribing†. After reviewing the literature, three articles were selected, and will be summarized below. Article one In 2004 Aigner et al did a comparative study of nursing resident outcomes between care provided by NP/Physicians, compared to Physicians only. The study was based in Texas, USA. The main objective of the study was to determine how the standard of care for nursing homes residents compares when provided by either NP/Physician, or physician only. Eight nursing homes were evaluated, and two hundred and three residents were randomly blinded. Chi-squared tests were used for comparison for the data analysis. Four outcomes were selected to assess the quality of the care provided by the two groups, they were, patients charts were retrospectively reviewed and the following outcome assessed- Number of presentations to the emergency department (ED), the cost of the visit, and the diagnosis. Number of hospital admissions in general, and the cost of being admitted to hospital. The number of acute visits and diagnoses for that visit. The completion of progress notes, patient histories and assessments. Also the average number of medications used by each subject and the number of telephone calls and / or beeps relayed to the nurse practitioner, was collated. Comparisons were also made between the two groups regarding, diagnosis made during acute visits compared to during hospital admissions, and the comparison between the cost of recurrent admissions versus hospitalization (Aigner, M., Drew, S., Phipps, J., 2004). The results overall did not show a significant difference of care provided by either the NP/physician group compared to the physician only group. No decrease was found in the amount of ED presentations and the costs were approximately the same. There was however a significant difference in the amount of acute visits made by the NP/Physician group , which was likely related to an increase presence of the NP in the nursing homes (P If a similar study was to be conducted again, it would interesting to explore patient satisfaction between the two groups, and the satisfaction of the other staff working within each clinical area. And also to look more into cost effectiveness. Article 2 Macmillian nursing was first introduced to the UK in 1975, and today there are over 2000 Macmillan nurses. The role of the Macmillan nurse is a specialist palliative care nursing role that involves expert clinical skills, consultation, education, teaching and leadership (Corner et al, 2002). In 2007 Ryan -Woolley, McHugh, G. and Lucker, K. conducted a study in Manchester, looking at Macmillan nurses view on nurse prescribing in cancer and palliative care medicine. It looked at the perceived motivators of why specialist nurses felt nurse prescribing would benefit them and their patient groups, and also explored the potential barriers to training for the implementation of this extended role. A national postal survey was sent out to 2225 Macmillan nurses throughout the UK, 70% response rate was achieved (1575), 11% of Macmillan nurses who responded were already trained as extended formulary independent nurse prescribers. Half of the nurses (88 of 168) were able to prescribe from the extended drug formulary. The mean age was 43.9 years (SD 7.3), with a range 26-63 years. The majority of the nurses that responded were either working as palliative care clinical nurse specialists (CNS) (772, 49.0%) or tumour site specific CNS (413, 26.2%). Others were either working as different types of CNS in the community (83, 5.3%), oncology (61, 3.9%) and chemotherapy (19, 1.2%) or as a lead cancer nurse (45, 2.9%) (Ryan-Woolley et al, 2007). Extended formulary independent nurse prescribing (EFINP) was initiated in the UK in 2002, to allow patients to get improved access to medicines and also  make the best use of nurses clinical skills and experience. This differs from independent nurse prescribing, as independent nurse prescribers may need to assess and diagnose and treat patients (Ryan-Wooley et al, 2007). 21% or nurses who completed his survey had completed the EFINP course., some had completed other relevant courses that enabled them to be independent prescribers, and 2% were in the process of completing the EFINP course (Ryan-Wooley et al, 2007). In the surveys the overall agreement was that nurse prescribing improved patients care by enabling them to receive their medication in a timely fashion. One quarter of the prescribers felt there were issues around training, and that the medical mentoring was not adequate. Some felt that the training provided was not specific enough for cancer and palliative care nursing. Out of 88 of the nurses who were already prescribing, 44 were community based, 28 were hospital based, and the other 15 were based in both the hospital and community. The majority of the nurses had been prescribing regularly throughout the past month. The qualifications of Macmillan nurses were mixed with around half having a first degree (57%) but only a minority (244 of 1504, 16.2%) having a Masters degree. Some of the barriers for nurse prescribing that were identified in the survey were; Having a supportive organization and team Having medical support Clinical supervision/mentorship Multi-disciplinary team (MDT) support Appropriate guidelines Financial incentive Supported practice and training once practicing Access to GP computer systems (Ryan-Wooley et al, 2007). Article 3 In 2012 Steiner, K., Carey, N, Courtney, M., did a study on the profile and practice of nurses who prescribe pain medication throughout the United Kingdom (UK). They looked at the nurse backgrounds, experience, work setting and prescribing practice. 214 nurses throughout the UK that were on the Association for nurse prescribing (ANP) website were sent a questionnaire. All participants were qualified as nurse independent /supplementary prescribers (NIP/NSP). The questionnaire included fixed choice and open-ended questions. The questionnaire had four sections; Section 1 covered demographic information (age, job title, area of practice, geographical area, type of services provided, how many nurse prescribers the service had, and what future provisions they had in place for nurse prescribers within that clinical area. Section 2 looked at prescribing qualifications, levels of experience and the area they practiced in. Section 3 focused on nurse prescribing within pain management, including the type of medications prescribed and the number of pain medications that would be prescribed during a typical week. Section 4 asked the nurses about the level of training they had received to become a nurse prescriber, and if they were satisfied with the training program that they had undergone, and if they had any unfulfilled training needs. It also asked them what there preferred training method was. Out of the 214 nurses that responded, 35% were in primary health care and nurse practitioners, 11.7% were pain or palliative care nurses and 10% in emergency care. The nurses worked across a variety of settings, both  primary, secondary and tertiary care. 43.1% prescribed pain medications up to 5 times per week, and 42.6% prescribed between 6-20 times per week, and remainder prescribed upto 50 times per week. The main category nurses prescribed medication for was patients in acute pain post surgery (40.6%), 12% prescribed for patients with cancer or advanced illness (palliative care), 12.1% prescribed for chronic pain. A further 33.6% prescribed for patients with a overlap of different pains. The main types of medication prescribed were as follows- Paracetamol and Non steroidal anti inflammatories (95.3%) Opioids (34.6%) Other medications to treat side effects, such as antiemetic’s, were also prescribed by the nurses. The nurses who worked within a pain service or palliative care service were significantly more likely to prescribe opiates than the other participates (p  The lack of training at an appropriate level (n=9) The lack of support for role development (n=1). The preferred learning methods of the nurses surveyed were: Elearning (74.3%) Journals (69.6%) Formal study days (62.6%) Prescribing forum (57.5%) Work-based learning 45.3%) (Stenner et al, 2012). Despite the relatively low sample size, this study clearly identifies that nurses working in a wide variety of settings throughout the UK are prescribing pain medications. It also identifies that nurses in pain specialist or palliative care roles are more likely to have post graduate education in pain management, and also more likely to prescribe strong opioids. Training and development issues were highlighted. DISCUSSION By 2051, it has been predicted that there will be over 1.14 million people aged 65 years and over in New Zealand (NZ statistics, 2000), by 2051 there is likely to be about half as many older people than children (NZ Stats, 2000). In the last decade, the number of people being diagnosed with cancer has increased by 24% (Ministry of health 2001). Therefore there will need to be sufficient palliative care services to meet the needs of an increasing number of people with cancer. Introducing more NP’s into specialist palliative care services would possible be a good way of managing the increased workload predicted. More NP’s in the community and residential care facilities may also take the strain off tertiary centre’s, by  preventing hospital admissions. To assist with the predicted increase having NP or CNS that can prescribe will help ease the burden. The Acute pain service nurse specialists at Auckland city hospital are currently in the process of applying for expanded practice roles, to allow nurses with the correct post graduated training (according to NZ nursing council framework) to prescribe a limited number of medications, working alongside a designated prescriber. In 2013 the NZ nursing council put together a consultation document for expanded/extended nurse prescribing, it stated â€Å"that the reason for this consultation is to improve patient care by enabling registered nurses to make prescribing decisions so patients receive more accessible, timely and convenient healthcare. The role of the Nursing Council is to ensure public safety in reaching that goal. The reasons for extending nurse prescribing are to: †¢ improve patient care without compromising patient safety; †¢ make it easier for patients to obtain the medicines they need; †¢ increase patient choice in accessing medicines; and †¢ make better use of the skills of health professionals† (NZ Nursing council, 2013). In order for nurses to obtain expanded practice roles, professional development and recognition programs (PDRPs) are being introduced, so nurses have a framework to work to (Kai Tiaki, 2009). As discussed in both articles 2 and 3 there are likely to be some implications to the introduction of this new role, such as financial/time restraints, lack of medical support, standardization of training and on going education needed to remain up to date on current practice (Ryan-Wooley at el, 2007, Stenner at el, 2012). However with the continued shortage of doctors and the continued increase for healthcare, especially within the older population, expanding the role of the nurse is a necessary initiative, which is likely to improve patient outcomes (World health organization, 2006). Introducing expanded nurse roles and designated prescribing into palliative care services within New Zealand, especially in primary and residential home settings, may be a good way of managing the predicted increased need for more palliative care services in the future, secondary to the rise in the older population and the number of people being diagnosed with cancer. As mentioned in the above articles it will provide patients with a more effective service that they can access easily, decrease the burden on doctors, provide a more cost effective service, and likely a more holistic approach to patients (Aigner, M et al, 2004). Also more nurses may be inclined to train for the role as the expectation and education required is less than what is required to be an NP. In relation to my role as a pain nurse specialist and caring for palliative patients with intrathecal catheters, I believe the implementation of expanded practice nursing with designated prescribing and or a Nurse Practitioner role would without a doubt improve patient outcomes. Pain is the most concerning aspect for patients (and their family) facing the end stages of their life, and currently cancer pain is under-treated in nearly 50% of patients (Joshi, M., Chambers, W., 2010). At diagnosis 20-50% of cancer patients present with pain and 70 % of patients with advanced disease will require large doses of strong opiates for pain management (Joshi, M., Chambers, W., 2010). These patients will often end up being admitted into hospital for pain management, and management of associated side effects, and the quality of there life is often very impaired due to the side effects of opiates (drowsiness, nausea, pruritis etc ). According to recent figures from Auckland hospital, the cost of an inpatient bed is over $4000 a day. When patients have intrathecal catheters inserted for their pain management, they require significantly less opiate, and therefore side effects are less. With good pain control and minimal side effects these patients can often  return to there homes and have a better quality of life, and not require recurrent hospital admissions for poor pain control, which therefore saves thousands of dollars to the health service. However due to the possible dangerous complications related to Intrathecal analgesia (infection, catheter migration, overdose) (Sjoberg, L., et al, 1991), specialized nursing management is required in the community (Myers et al, 2009). If there were more specialized Nurse practitioners or CNS with delegated prescribing rights, in the primary care setting, patients could be discharged from hospital sooner and medications titrated and symptoms treated within the patients home, without requiring a Doctor to make changes to prescriptions and therefore providing the patient with more effective and timely treatment. Aside from pain and symptom management, having the advanced knowledge and skills to provide the necessary psychosocial, emotional and spiritual support to both patients and their family is also very important in this patient group (O’Connor, M., Lee, S., Aranda, S., 2012). Often time listening and counseling these patients can be more important than the medications (Meier, D,.Beresford, L., 2006) CONCLUSION According to WHO, 56 million people die throughout the world each year, 60% of these people would benefit from palliative care. With the amount of older people in New Zealand predicted to increase so rapidly in the next 50 years, the need for more advanced practice nurses within this specialty is obvious. A comprehensive framework is required to allow nurses to have a sound professional development plan and providing good clinical support and continued opportunities for learning is necessary. Primary health care settings have been highlighted as an area were NP and CNS are in shortage and likely investment in training nurses with the necessary advanced skills to manage palliative patients in the community will be a cost effective investment in future years by keeping patients out of tertiary care, and likely improve patient and family satisfaction by providing a more holistic  approach to the end stages of life. REFERENCES Aigner, M., Drew, S., Phipps, J.,. (2004). A comparative study of nursing home resident outcomes between care provided by nurse practitioners/physicians versus physicians only. _JAMDA_, 16-23. ANA. (1995 ). _Advanced nursing practice_. Davies, B. H., A.,. (1995). Clarification of advanced nursing practice:characteristics and competence. _Clinical nurse specialist, 9_(3), 156-160. Joshi, M., Chambers, W., (2010) Pain relief in palliative care:a focus on interventional pain management, _Expert review of neurotherapeutics, 10,5,_ 747. Meier, D., Beresford, L., (2006) Advanced practice roles in Palliative care:a Pivotal role and perspective, _Journal of palliative care medicine, 9 (3),_ 624-627 Ministry of Health. (2001).The NZ _Palliative care strategy_. Myers, J., Chan, V., Jarvis, V., Walker-Dilks, C.,. (2010). Intraspinal techniques for pain management in cancer patients:a systematic review. _Support cancer care, 18_, 137-149. Nursing council of New Zealand. (2013). Nurse prescribing consultation document. O’Connor, M., Lee, S., Aranda, S. (2012) _Palliative care nursing-A guide to practice.,_ Ausmed publications, North Melbourne , Austrailia. World health organisation. (2002). _Palliative care plan_. Ryan-Wooley, M., G., Lucker, K. (2007). Prescribing by specialist nurses in cancer and palliative care:results of a national survey. _Palliative medicine, 21_, 273-277. Sjoberg, M., Appelgren, L., Einarsson, S., Hultman, E., Linder, L., Nitescu, P., Curelaru, I., (1991) _Long -term intrathcal morpine and bupivicaine in â€Å"refractory† cancer pain. I. Results from the first series of 52 patients, Acta Anaesthesiology Scand, 35_, 30-43 Statistics, N. Z. (2000). _Population ageing in NZ_. Stenner, K., . Carey, N., Courternay, M.,. (2012b). Prescribing for pain-how do nurses contribute? A national questionnaire survey. _Journal of clinical nursing, 21_, 3334-3345.

Engine Lab Report

Engine Lab Report Diesel Engine Load/N |Fuel Time/s |dH/mmH2O |Speed/r. p. m |Temp/? |Air consumption/kg/H |Fuel consumption/kg/H |Air-fuel ratio |Power/kw |Efficiency/ % | |40 |121. 6 |17. 5 |3018 |26. 6 |130. 16 |2. 47 |52. 7 |4. 5 |0. 019 | |80 |94. 72 |17. 5 |3009 |26. 7 |130. 14 |3. 17 |41. 05 |8. 97 |0. 059 | |125 |72. 76 |17 |3009 |26. 8 |128. 25 |4. 12 |31. 13 |14. 02 |0. 111 | |171 |56. 95 |17 |3000 |26. 9 |128. 23 |5. 72 |24. 33 |19. 12 |0. 161 | |212 |46. 06 |16. 5 |3006 |27. 1 |126. 28 |6. 51 |19. 40 |23. 6 |0. 202 | |232 |41. 20 |17 |3010 |27. 2 |128. 16 |7. 28 |17. 60 |26. 03 |0. 216 | | Petrol Engine Load/N |Fuel Time/s |dH/mmH2O |Speed/r. p. m |Temp/? |Air consumption/kg/H |Fuel consumption/kg/H |Air-fuel ratio |Power/kw |Efficiency/ % | |40 |285 |2 |3000 |26. 8 | 42. 50 | 3. 19 | 13. 32 | 4. 47 |0. 014 | |109 |191 |7 |3000 |27. 4 | 79. 44 | 4. 77 | 6. 65 |12. 19 |0. 072 | |160 |160 |8 |2950 |28. 2 | 84. 81 | 5. 69 | 14. 91 |17. 60 |0. 125 | |248 |110. 5 |14 |3000 |28 . 2 | 112. | 8. 24 | 13. 62 |27. 74 |0. 215 | |313 |93. 56 |20 |3000 |28. 3 | 145. 4 | 9. 73 | 14. 94 |35. 01 |0. 290 | |374 |71. 81 |27 |3000 |28. 4 | 168. 9 | 12. 68 | 13. 32 |41. 83 |0. 317 | | [pic] Fig 1 [pic] Fig 2 From Fig 1, we know that air-fuel ratio of the petrol engine is not changing much as the brake power increases, however for the diesel engine, the air-fuel ratio drops as the power increases. This is because the throttle which is situated in the air intake duct of the petrol engine.For the petrol engine, the combustion takes place in the whole cylinder, so the air-fuel ratio should be maintained to make sure the combustion to take place rapidly enough all the time. The throttle will adjust the air-fuel ratio. For the diesel engine, the combustion takes place around individual droplets of the fuel spray, therefore the output is related to the amount of fuel injected, and the air flow is not controlled. Fig 2 shows that the efficiency increases with the power for both engines, however the diesel engine reaches higher efficiency than the petrol engine.This is because, for the diesel engine, the input of the fuel is in the form of fuel spray. The compression of the fuel and air is avoided. This will make the maximum cylinder volume to minimum larger, and leads to higher efficiency. So, the petrol engine should be used in light vehicles because it is lighter than the diesel engine and it can reach higher power than the diesel engine which produces higher speed of the cars. And, the diesel engine should be used for the heavy vehicles, since it has higher efficiency. The heavy cars need to do more work, so the efficiency is more important to them. Engine Lab Report Engine Lab Report Diesel Engine Load/N |Fuel Time/s |dH/mmH2O |Speed/r. p. m |Temp/? |Air consumption/kg/H |Fuel consumption/kg/H |Air-fuel ratio |Power/kw |Efficiency/ % | |40 |121. 6 |17. 5 |3018 |26. 6 |130. 16 |2. 47 |52. 7 |4. 5 |0. 019 | |80 |94. 72 |17. 5 |3009 |26. 7 |130. 14 |3. 17 |41. 05 |8. 97 |0. 059 | |125 |72. 76 |17 |3009 |26. 8 |128. 25 |4. 12 |31. 13 |14. 02 |0. 111 | |171 |56. 95 |17 |3000 |26. 9 |128. 23 |5. 72 |24. 33 |19. 12 |0. 161 | |212 |46. 06 |16. 5 |3006 |27. 1 |126. 28 |6. 51 |19. 40 |23. 6 |0. 202 | |232 |41. 20 |17 |3010 |27. 2 |128. 16 |7. 28 |17. 60 |26. 03 |0. 216 | | Petrol Engine Load/N |Fuel Time/s |dH/mmH2O |Speed/r. p. m |Temp/? |Air consumption/kg/H |Fuel consumption/kg/H |Air-fuel ratio |Power/kw |Efficiency/ % | |40 |285 |2 |3000 |26. 8 | 42. 50 | 3. 19 | 13. 32 | 4. 47 |0. 014 | |109 |191 |7 |3000 |27. 4 | 79. 44 | 4. 77 | 6. 65 |12. 19 |0. 072 | |160 |160 |8 |2950 |28. 2 | 84. 81 | 5. 69 | 14. 91 |17. 60 |0. 125 | |248 |110. 5 |14 |3000 |28 . 2 | 112. | 8. 24 | 13. 62 |27. 74 |0. 215 | |313 |93. 56 |20 |3000 |28. 3 | 145. 4 | 9. 73 | 14. 94 |35. 01 |0. 290 | |374 |71. 81 |27 |3000 |28. 4 | 168. 9 | 12. 68 | 13. 32 |41. 83 |0. 317 | | [pic] Fig 1 [pic] Fig 2 From Fig 1, we know that air-fuel ratio of the petrol engine is not changing much as the brake power increases, however for the diesel engine, the air-fuel ratio drops as the power increases. This is because the throttle which is situated in the air intake duct of the petrol engine.For the petrol engine, the combustion takes place in the whole cylinder, so the air-fuel ratio should be maintained to make sure the combustion to take place rapidly enough all the time. The throttle will adjust the air-fuel ratio. For the diesel engine, the combustion takes place around individual droplets of the fuel spray, therefore the output is related to the amount of fuel injected, and the air flow is not controlled. Fig 2 shows that the efficiency increases with the power for both engines, however the diesel engine reaches higher efficiency than the petrol engine.This is because, for the diesel engine, the input of the fuel is in the form of fuel spray. The compression of the fuel and air is avoided. This will make the maximum cylinder volume to minimum larger, and leads to higher efficiency. So, the petrol engine should be used in light vehicles because it is lighter than the diesel engine and it can reach higher power than the diesel engine which produces higher speed of the cars. And, the diesel engine should be used for the heavy vehicles, since it has higher efficiency. The heavy cars need to do more work, so the efficiency is more important to them.