• 제목/요약/키워드: team system

검색결과 4,600건 처리시간 0.068초

DEVELOPMENT OF THE KOMPSAT-2 SATELLITE MISSION CONTROL SYSTEM

  • Lee Byoung-Sun;Lee Sanguk;Mo Hee-Sook;Cho Sungki;Jung Won Chan;Kim Myungja;Kim In-Jun;Kim Tae-Hee;Joo Inone;Hwang Yoola;Kim Jaehoon
    • 한국우주과학회:학술대회논문집(한국우주과학회보)
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    • 한국우주과학회 2004년도 한국우주과학회보 제13권2호
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    • pp.300-303
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    • 2004
  • KOMPSAT-2 satellite mission operations and control system has been developed by ETRI. The system functional architecture, analysis and design, implementation, and tests are presented in this paper.

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PID 제어 알고리즘을 지닌 Booster Pump System (Booster Pump System with PID Control Algorithm)

  • 이상균;이재춘;이병훈;황민규
    • 대한전기학회:학술대회논문집
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    • 대한전기학회 1997년도 하계학술대회 논문집 B
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    • pp.521-523
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    • 1997
  • With Extraction Transient Data from Booster Pump System, This paper establishs system model equation. and This equation is capable of PID control. Using Ziegler-Nichole tunning method of PID, Constantly estimated control method is done.

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프로젝트팀 활성화를 위한 개인성향과 프로젝트 성공 요인에 대한 연구 -ERPProject중심으로- (A Study on Project Success Factors and Individual Personality for Project Team Activation - Based on ERP Project -)

  • 박종기;강경식
    • 대한안전경영과학회:학술대회논문집
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    • 대한안전경영과학회 2006년도 추계공동학술대회
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    • pp.279-286
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    • 2006
  • Since 1990's, many enterprises have implemented ERP System. Especially, they want to become an advanced company use ERP implementation. Already, ERP system come to high level which is stabilized and support independent business process of many industry sectors. Although most companies had previous good plans, but those are not satisfied. Because of failed to change management and had many problem about Project team operation. Therefore, important success factors for ERP project are change management and organization activation for Project team. The purpose of this study is suggest to improve method about team activation through analysis the Project team member's individual personality as a factor that makes the success of Project team. This paper studied success factors of project team and plan for organization activation. The results of this study can be used for a successful implementation of the ERP system as make of Project team consider of individual personality and administer a Project team.

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초고압 변전기기의 예방진단 및 종합 자동화 (The Preventing and Diagnosis of Ultra High Voltage Substation Devices and Combination with An Automation System of A Substation)

  • 양항준;김경근;김성식;유정식;김홍석;이학성
    • 대한전기학회:학술대회논문집
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    • 대한전기학회 2001년도 춘계학술대회 논문집 전력기술부문
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    • pp.275-277
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    • 2001
  • In this paper a preventative and diagnostic system for high and ultra high voltage electric power transmission apparatus is proposed to secure substation normal operation. The proposed system consists of monitoring sub-system and diagnostic sub-system, which are mainly for GIS and main transformer, and the system will be applied for newly established 765kV class substation in Korea. Some guideline for combination with substation control system are presented, and engineering solution as an improved substation automation system is also proposed.

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선형계획법을 활용한 장기 전력계통 계획수립 기법개발 (Long-term Power System Planning by using Mixed-Integer Programming)

  • 유헌수;조강욱;이조련;김태훈;김진이;박만근
    • 대한전기학회:학술대회논문집
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    • 대한전기학회 2007년도 추계학술대회 논문집 전력기술부문
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    • pp.100-102
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    • 2007
  • 본 논문에서는 혼합정수 선형계획 법을 이용하여 장기 전력계통 계획수립시 최적의 설비를 투자할 수 있는 기법을 제안하였다. 발전설비와 송변전설비는 하나의 망으로 연결되어 상호 보완적 영향을 주기 때문에 계통계획시 두 설비를 동시에 평가하는 것이 무엇보다 중요하다. 또한 계획기간 전체에 대해 투자비를 고려하여 비용을 최소화해야 한다. 이를 위해 선형계획법을 계통계획에 도입하여 최소비용의 투자비를 가지고 공급 신뢰도 기준를 만족할 수 있는 최적 장기 전력계통 계획 수립기법을 개발하였다. 개발된 기법을 Garver 6모선 계통 및 제3차 전력수급기본계획에 대해 모의하여 결과의 타당성을 검증하였다.

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PRML 체널에서 LMS 적응화를 위한 간략화된 오류 발생 구조 (Simplified Error Generation Scheme for LMS Adaptation)

  • 박현수;김기현;심재성;서중언;정규해;신동호
    • 대한전기학회:학술대회논문집
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    • 대한전기학회 2001년도 하계학술대회 논문집 D
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    • pp.2511-2512
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    • 2001
  • 디스크의 탄젠셜 성분의 틸트가 생긴 경우 발생하는 체널의 변화에 대해 적응형 부분 응답 신호처리 과정인 비터비 디코더를 적용하게 되면 비트오율에 상당한 효과를 가져온다. 이러한 적응 과정을 효과적으로 진행하기 위한 간략화된 오류 발생 알고리즘을 제안한다.

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병원조직에 팀제 도입이 팀직무만족과 팀조직 몰입에 미치는 영향 (The Influences of a Team System's Introduction to Hospital Organization, Regarding Job Satisfaction and Organization Commitment)

  • 최순연;남은우
    • 한국병원경영학회지
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    • 제5권1호
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    • pp.232-271
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    • 2000
  • The introduction of a team system to any organization is usually to improve that organizations dynamics, by increasing the proper adaptation to rapidly changing environments, by reducing approval procedures, and by promoting power authorization. In this regard, this study was carried out in an attempt to determine (1) whether or not the introduction of a team system can be as effective in hospital organizations as it has been in business organizations, and (2) what behavior factors influence such effectiveness. For the current study, questionnaires were distributed to the employees of a university hospital in Pusan. Four hundred eighty three of them(94.7%) were retrieved and analyzed through statistical processes. The three types of variables that were found to influence team effectiveness were: (1) independent variables of team organization characteristics, such as communication, organizational atmosphere, leadership and team knowledge, (2) intervening variables of team organization characteristics. such as job autonomy, technological variety, task subjectivity, task feedback and task importance, and(3) the dependent variables of team level effectiveness, such as job satisfaction and commitment to team organization. The gathered data were processed by using the 6.12 version of the statistical program SAS(Statistical Analysis System), and the reliance coefficient of those measured variables was then evaluated as an average of 0.78. The influence of team level effectiveness was analyzed by using multiple regression analysis. These differences in effectiveness were then analyzed on the basis of related mean values, while the differences among demo-sociological characteristics were analyzed by using the dispersion analysis(ANOVA) and the t-test. The results of the study can be summarized by the following. First, regarding the relationship between team organization characteristics and team level effectiveness, all of the factors including communication, organizational atmosphere, leadership and team knowledge were found to have a significant influence on effectiveness. Second, the factors of team job characteristics, such as technological variety, task importance and job autonomy, had significant effects on job satisfaction and organizational commitment among the teams members. Team level effectiveness was generally high, while team job satisfaction was higher the teams organizational commitment. Third, regarding the demo-sociological characteristics, team level effectiveness was found to be higher among those who were older, who had more job experience, and who had a higher position. Comparing the differences among job types, the effectiveness was relatively higher in the fields of nursing and administration/management then in other fields. Further study should be done towards the setting of variables for characteristics of hospital organization, developing suitable methods of measurement, and researching individual level effectiveness.

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