Optical Properties of Liquid Crystals and LCD Displays Research Paper

Optical Properties of Liquid Crystals and LCD Displays - Research Paper Example The liquid crystals are used in various consumer audiovisual devices among other office gadgets such as calculators, cell phones, digital cameras, watches, stereos, clocks, laptop computers and other personal organizers. The LCDs are also applied as instruments information display in automobiles speedometers, clocks and navigation aids. Nevertheless, there are a number of competing display technologies such as the light emitting diodes (LEDs), the plasma displays (PDs), and the organic light-emitting diodes. Liquid crystal displays incorporate the unique properties of certain materials, nematic, selected smectic and cholesteric liquids. In certain liquid phases, the materials exhibit some electro-optic effects attributed to crystals. A typical liquid crystal display contains two electrodes or polarizer. A liquid crystal film material plugs the space between the two electrodes (Gu 2010, p. 6). Glass fibers are used as spacers that keep the thickness of the liquid crystals uniform within a range of 5Â µ to 10Â µ (Koide 2014, p. 86). The plates are also known as the polarizers, which are usually orientated at 900 to one another. The twisted phase commonly serves to reorient light that passes through the first plate, which consequently allows the transmission of the light through the second polarizer. When an electric field is applied to the liquid crystal layer, the molecular axes align parallel to the electric field and untwist. In such a state, light is not oriented making the polarized light from the first polarizer, which leads to loss of transparency with a further increase in voltage. This electric field property can be applied in making a pixel switch between the opaque and the transparent on command.

Training of Employees in Call Centers Case Study

Training of Employees in Call Centers - Case Study Example Call centers plays an important role for Currys proving customers with immediate support and assess to information (Currys Home Page 2008). The main effects of training on the performance in Currys are improved service level delivered to customers and job satisfaction of all centers employees. At call centers in retail environment, employees who are effective at work, who can handle difficult tasks such as those illustrated above, possess particular attributes (Bateman & Snell 2004). Technically, it is referred to as expertise. These are the employees from whom others seek advice about how to approach a difficult task. Their attributes set them apart from less experienced workers and are also the qualities that other workers aspire to and employers wish more of their employees possessed. These attributes represent the kind of outcomes that should be developed through workplace training. In order to assist the development of expertise, retail organizations like Currys need to understand the attributes that constitute expert performance at work (Armstrong, 2000). In Currys, this enables the identification of the goals for workplace training and selecting particular strategies to most effectively generate expertise in workers. Understanding these attributes can also help establish bases for guiding the development of and judgments about the effectiveness of workplace training arrangements (Bateman & Snell 2004; Call Center Performance 2008). In Currys, the main effects of effective training comprise the ability to respond effectively to both the everyday and new work tasks encountered in the workplace. Being effective with everyday workplace tasks is essential, but it is not sufficient for expert performance at work. It is also important and necessary to respond to new and unanticipated tasks. For individual employees, the ability to transfer their vocational knowledge within the retail organization like Currys as new tasks arise and to other work situations is an important attribute one that opens up options and opportunities for their vocational advancement. Employees' ability to accomplish new tasks as well as the everyday ones enhances the prospect of the enterprise being able to respond successfully to new work challenges and changing environments. Such responses require workers to have expert attributes (Bateman & Snell 2004). Therefore it is important to understand these attributes and how they can best be develop ed in the retail sector. Because training is a product of everyday thinking and acting, it is inevitable that not all training will be desirable or appropriate. Currys supposes that training that might be considered undesirable and inappropriate is not quarantined in some way in Currys. Some of these outcomes are likely to be associated with unsafe working practices, or with the failure to use the requisite amount of checking and monitoring required for work tasks. In addition, there may be work practices that encourage exclusiveness and intolerance in the workplace. Inappropriate knowledge, including attitudes and values (e. g. dangerous work practice or exclusive views about gender/race), might well be learnt if it is practiced and/or rewarded in the workplace. Inappropriate training outcomes can arise from incomplete preparation (Armstrong, 2000; Currys Home Page 2008). Differences in the requirements for work extend