Minggu, 12 Februari 2012

[M543.Ebook] Free PDF Public Relations: Strategies and Tactics, Books a la Carte (11th Edition), by Dennis L. Wilcox, Glen T. Cameron, Bryan H. Reber

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Public Relations: Strategies and Tactics, Books a la Carte (11th Edition), by Dennis L. Wilcox, Glen T. Cameron, Bryan H. Reber



Public Relations: Strategies and Tactics, Books a la Carte (11th Edition), by Dennis L. Wilcox, Glen T. Cameron, Bryan H. Reber

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Public Relations: Strategies and Tactics, Books a la Carte (11th Edition), by Dennis L. Wilcox, Glen T. Cameron, Bryan H. Reber

Comprehensive and current, Public Relations: Strategies and Tactics, Tenth Edition, clearly explains to students the basic concepts, strategies, and tactics of today's public relations practice. The tenth edition emphasizes the application of the Internet and social media for programs and campaigns. It encourages student to actively engage in critical thinking, analysis, and problem solving. Public Relations: Strategies and Tactics uses real-world case studies and examples to explain the basic concepts and theory behind modern public relations practice. This comprehensive text is grounded in scholarship and includes references to landmark studies and time-honored public relations techniques. The writing is geared to undergraduates, and many colorful charts and photos are used to enhance major concepts.

  • Sales Rank: #270709 in Books
  • Published on: 2015-10-02
  • Original language: English
  • Number of items: 1
  • Dimensions: 10.80" h x .60" w x 8.30" l, .0 pounds
  • Binding: Loose Leaf
  • 432 pages

Most helpful customer reviews

4 of 4 people found the following review helpful.
Not useful
By ps
Heavy on strategy and high-level principles. I wish there were more on tactics and their execution. Very light on social media.

1 of 1 people found the following review helpful.
Great textbook full of important information
By Samantha Dyehouse
This book is a great supplement to an introductory or intermediate college/university PR course. It is an easy read with great excerpts, contexts, and miscellaneous aspects that aid your reading and understanding. A lot of real-world examples are available which are most helpful to someone that has little experience in the real field. Furthermore, the book hits on very good points in an organized and structured manner. I liked the book so much that I have to decided to read into it further after my course has ended and study more of it for tips, suggestions, and practice.

1 of 3 people found the following review helpful.
I WANT MY MONEY BACK
By Amazon Customer
I bought this book for my online class every time i attempt to search a word it turns off I can only flip through the pages i can't highlight or make notes if I click anything other than the next page or previous page button it shuts off. I don't know if you've tried it but studying for a test without a damn book is really hard I want to know who i can call about this because I am very unhappy and upset with this purchase I didn't pay 71 dollars for this.

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Public Relations: Strategies and Tactics, Books a la Carte (11th Edition), by Dennis L. Wilcox, Glen T. Cameron, Bryan H. Reber PDF
Public Relations: Strategies and Tactics, Books a la Carte (11th Edition), by Dennis L. Wilcox, Glen T. Cameron, Bryan H. Reber PDF

[L368.Ebook] Free PDF The Complete Crumb Comics, Vol. 17: Cave Wimp, by Robert Crumb

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The Complete Crumb Comics, Vol. 17: Cave Wimp, by Robert Crumb

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The Complete Crumb Comics, Vol. 17: Cave Wimp, by Robert Crumb

Volume 17 of the complete works of America's most infamous cartoonist!

After many Eisner and Harvey comics awards, the Complete Crumb series comes to a close (at least in its current format—we will continue to collect the entirety of Crumb's career in single-volume collections like Hup and Mystic Funnies, beginning in 2005). This 17th volume collects a creatively fertile period for Crumb, having given up the editorial reins of his own legendary Weirdo magazine, allowing Crumb to get back to the proverbial drawing board. Included are Crumb's contributions to Weirdo from this period, as well as work from Whole Earth Review, Zap Comix, Premiere magazine, as well as many other rare gems. This volume, as with all volumes, includes a new introduction by Crumb as well as a new cover. The Complete Crumb series leaves no stone unturned, publishing everything from Crumb's most well-known comics to little-seen commercial art and rarely-if-ever seen treasures from private collections and the artist's archives.

  • Sales Rank: #6959615 in Books
  • Published on: 2005-08-17
  • Original language: English
  • Number of items: 1
  • Dimensions: .60" h x 8.62" w x 11.34" l,
  • Binding: Paperback
  • 122 pages

Review
The Complete Crumb series is especially useful in reminding us that Crumb has continued to evolve since the sixties. -- The National Post

About the Author
R. Crumb lives in the south of France with his wife, the artist Aline Kominsky-Crumb.

Most helpful customer reviews

0 of 3 people found the following review helpful.
Yeah!
By M. Shane Faires
R. Crumb Nuff' Said.

1 of 2 people found the following review helpful.
Buy It
By F. A. Schmidt
I am a LONG time Robert Crumb fan; so I enjoy everything he does. If you are a serious fan then you should get the entire series for your library.

0 of 0 people found the following review helpful.
Great stuff.. Must have if you are a fan
By gavalos
Very funny stuff if you like dark and somewhat skewed counterculture humor. A must have if you are a fan of Robert Crumb.

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Kamis, 09 Februari 2012

[X344.Ebook] Download Ebook Object-Oriented Software Engineering Using UML, Patterns, and Java (3rd Edition), by Bernd Bruegge, Allen H. Dutoit

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Object-Oriented Software Engineering Using UML, Patterns, and Java (3rd Edition), by Bernd Bruegge, Allen H. Dutoit

For courses in Software Engineering, Software Development, or Object-Oriented Design and Analysis at the Junior/Senior or Graduate level. This text can also be utilized in short technical courses or in short, intensive management courses.

 

Object-Oriented Software Engineering Using UML, Patterns, and Java, 3e, shows readers how to use both the principles of software engineering and the practices of various object-oriented tools, processes, and products.

 

Using a step-by-step case study to illustrate the concepts and topics in each chapter, Bruegge and Dutoit emphasize learning object-oriented software engineer through practical experience: readers can apply the techniques learned in class by implementing a real-world software project.

 

The third edition addresses new trends, in particular agile project management (Chapter 14 Project Management) and agile methodologies (Chapter 16 Methodologies).

  • Sales Rank: #44745 in Books
  • Published on: 2009-08-08
  • Original language: English
  • Number of items: 1
  • Dimensions: 9.60" h x 2.40" w x 7.60" l, 2.95 pounds
  • Binding: Hardcover
  • 800 pages

Review





"This book presents an integrated approach - real life examples with abstract structures. Using the UML paradigm to explain other design constructs is great!" — Joan Peckhan, University of Rhode Island/I>

"Provides very useful and thorough presentation of object design." — Ray Ford, University of Montana

UML seems to be what the industry wants; this text does a good job with it." — Martin Barrett, East Tennessee State University

From the Inside Flap
Preface

The K2 towers at 8,611 meters in the Karakorum range of the western Himalayas. It is the second highest peak of the world and is considered the most difficult 8000er to climb. An expedition to the K2 typically lasts several months in the summer, when the weather is most favorable. Even in summer, snow storms are frequent. An expedition requires thousands of pounds of equipment, including climbing gear, severe weather protection gear, tents, food, communication equipment, and pay and shoes for hundreds of porters. Planning such an expedition takes a significant amount of time in the life of a climber and requires dozens of participants in supporting roles. Once on site, many unexpected events, such as avalanches, porter strikes, or equipment failures, will force the climbers to adapt, find new solutions, or retreat. The success rate for expeditions to the K2 is currently less than 40%.

The United States National Airspace System (NAS) monitors and controls air traffic in the United States. The NAS includes more than 18,300 airports, 21 air route traffic control centers, and over 460 control towers. This adds up to more than 34,000 pieces of equipment, including radars, communication switches, radios, computer systems, and displays. The current infrastructure is aging rapidly. The computers supporting the 21 air route traffic control centers, for example, are IBM 3083 mainframes that date back to the early 1980s. In 1996, the United States government initiated a program to modernize the NAS infrastructure, including improvements such as satellite navigation, digital controller/pilot communications, and a higher degree of automation in controlling the air routes, the order in which aircraft land, and control of ground traffic as aircraft move from and to the runways. Modernizing such a complex infrastructure, however, can only be done incrementally. Consequently, while new components offering new functionality are introduced, older components still need to be supported. For example, during the transition period, a controller will have to be able to use both analog and digital voice channels to communicate with pilots. Finally, the modernization of the NAS coincides with a dramatic increase in global air traffic, predicted to double within the next 10-15 years. The previous modernizing effort of the NAS, called the Advanced Automation System (AAS), was suspended in 1994 because of software-related problems, after missing its initial deadline by several years and exceeding its budget by several billions of dollars.

Both of the above examples discuss complex systems, where external conditions can trigger unexpected changes. Complexity puts the problem beyond the control of any single individual. Change forces participants to move away from well-known solutions and to invent new ones. In both examples, several participants need to cooperate and develop new techniques to address these challenges. Failure to do so results in the failure to reach the goal.

This book is about conquering complex and changing software systems. The theme

The application domain (mountain expedition planning, air traffic control, financial systems, word processing) usually includes many concepts that software developers are not familiar with. The solution domain (user interface toolkits, wireless communication, middleware, database management systems, transaction processing systems, wearable computers, etc.) is often immature and provides developers with many competing implementation technologies. Consequently, the system and the development project are complex, involving many different components, tools, methods, and people.

As developers learn more about the application domain from their users, they update the requirements of the system. As developers learn more about emerging technologies or about the limitations of current technologies, they adapt the system design and implementation. As quality control finds defects in the system and users request new features, developers modify the system and its associated work products, resulting in continuous change.

Complexity and change represent challenges that make it impossible for any single person to control the system and its evolution. If controlled improperly, complexity and change defeat the solution before its release, even if the goal is in sight. Too many mistakes in the interpretation of the application domain make the solution useless for the users, forcing a retreat from the route or the market. Immature or incompatible implementation technologies result in poor reliability and delays. Failure to handle change introduces new defects in the system and degrades performance beyond usability.

This book reflects more than 10 years of building systems and of teaching software engineering project courses. We have observed that students are taught programming and software engineering techniques in isolation, often using small problems as examples. As a result, they are able to solve well-defined problems efficiently, but are overwhelmed by the complexity of their first real development experience, when many different techniques and tools need to be used and different people need to collaborate. Reacting to this state of affairs, the typical undergraduate curriculum now often includes a software engineering project course, organized as a single development project. The tools: UML, Java, and Design Patterns

We wrote this book with a project course in mind. This book can be used, however, in other situations as well, such as short and intensive workshops or short-term R&D projects. We use examples from real systems and examine the interaction between state-of-the art techniques, such as UML (Unified Modeling Language), Java-based technologies, design patterns, design rationale, configuration management, and quality control. Moreover, we discuss project management related issues that are related to these techniques and their impact on complexity and change. The principles

We teach software engineering following five principles:

Practical experience. We believe that software engineering education must be linked with practical experience. Understanding complexity can only be gained by working with a complex system; that is, a system that no single student can completely understand.

Problem solving. We believe that software engineering education must be based on problem solving. Consequently, there are no right or wrong solutions, only solutions that are better or worse relative to stated criteria. Although we survey existing solutions to real problems and encourage their reuse, we also encourage criticism and the improvement of standard solutions.

Limited resources. If we have sufficient time and resources, we could perhaps build the ideal system. There are several problems with such a situation. First, it is not realistic. Second, even if we had sufficient resources, if the original problem rapidly changes during the development, we would eventually deliver a system solving the wrong problem. As a result, we assume that our problem-solving process is limited in terms of resources. Moreover, the acute awareness of scarce resources encourages a component-based approach, reuse of knowledge, design, and code. In other words, we support an engineering approach to software development.

Interdisciplinarity. Software engineering is an interdisciplinary field. It requires contributions from areas spanning electrical and computer engineering, computer science, business administration, graphic design, industrial design, architecture, theater, and writing. Software engineering is an applied field. When trying to understand and model the application domain, developers interact regularly with others, including users and clients, some of whom know little about software development. This requires viewing and approaching the system from multiple perspectives and terminologies.

Communication. Even if developers build software for developers only, they would still need to communicate among themselves. As developers, we cannot afford the luxury of being able to communicate only with our peers. We need to communicate alternatives, articulate solutions, negotiate trade-offs, and review and criticize others' work. A large number of failures in software engineering projects can be traced to the communication of inaccurate information or to missing information. We must learn to communicate with all project participants, including, most importantly, the client and the end users.

These five principles are the basis for this book. They encourage and enable the reader to address complex and changing problems with practical and state-of-the-art solutions. The book

This book is based on object-oriented techniques applied to software engineering. It is neither a general software engineering book that surveys all available methods nor a programming book about algorithms and data structures. Instead, we focus on a limited set of techniques and explain their application in a reasonably complex environment, such as a multiteam development project that includes 20-60 participants. Consequently, this book also reflects our biases, our strengths, and our weaknesses. We hope, nevertheless, that all readers will find something they can use. The book is structured into 12 chapters organized into four parts, which can be taught as a semester-long course.

Part I, Getting Started, includes three chapters. In this part, we focus on the basic skills necessary for a developer to function in a software engineering context.

In Chapter 1, Introduction to Software Engineering, we describe the difference between programming and software engineering, the current challenges in our discipline, and basic definitions of concepts we use throughout the book. In Chapter 2, Modeling with UML, we describe the basic elements of a modeling language, UML (Unified Modeling Language), used in object-oriented techniques. We present modeling as a technique for dealing with complexity. This chapter teaches the reader how to read and understand UML diagrams. Subsequent chapters teach the reader how to build UML diagrams to model various aspects of the system. We use UML throughout the book to model a variety of artifacts, from software systems to processes and work products. In Chapter 3, Project Communication, we discuss the single most critical activity that developers perform. Developers and managers spend more than half of their time communicating with others, either face-to-face or via E-mail, groupware, video conference, or written documents. While modeling deals with complexity, communication deals with change. We describe the main means of communications, their application, and discuss what constitutes effective communication.

In Part II, Dealing with Complexity, we focus on methods and technologies that enable developers to specify, design, and implement complex systems.

In Chapter 4, Requirements Elicitation, and Chapter 5, Analysis, we describe the definition of the system from the users' point of view. During requirements elicitation, developers determine the functionality users need and a usable way of delivering it. During analysis, developers formalize this knowledge and ensure its completeness and consistency. We focus on how UML is used to deal with application domain complexity. In Chapter 6, System Design, we describe the definition of the system from the developers' point of view. During this phase, developers define the architecture of the system in terms of design goals and a subsystem decomposition. They address global issues, such as the mapping of the system onto hardware, the storage of persistent data, and global control flow. We focus on how developers can use design patterns, components, and LTML to deal with solution domain complexity. In Chapter 7, Object Design, we describe the detailed modeling and construction activities related to the solution domain. We refine the requirements and system models and specify precisely the classes that constitute the system and define the boundary of existing class libraries and frameworks. For the specification of class interfaces we use UML's Object Constraint Language.

In Part III, Managing Change, we focus on methods and technologies that support the control, assessment, and implementation of changes throughout the life cycle. In Chapter 8, Rationale Management, we describe the capture of design decisions and their justifications. The models we develop during requirements elicitation, analysis, and system design help us deal with complexity, by providing us with different perspectives on what the system should be doing and how it should do it. To be able to deal with change, we need also to know why the system is the way it is. Capturing design decisions, the evaluated alternatives, and their argumentation enables us to access the rationale of the system. In Chapter 9, Testing, we describe the validation of system behavior against the system models. Testing detects faults in the system, including those introduced during changes to the system or its requirements. Testing activities include unit testing, integration testing, and system testing. We describe several testing techniques such as whitebox, blackbox, path testing, state-based testing, and inspections. In Chapter 10, Software Configuration Management, we describe techniques and tools for modeling the project history. Configuration management complements rationale in helping us deal with change. Version management records the evolution of the system. Release management ensures consistency and quality across the components of a release. Change management ensures that modifications to the system are consistent with project goals. In Chapter 11, Project Management, we describe techniques necessary for initiating a software development project, tracking its progress, and dealing with risks and unplanned events. We focus on organizations, roles, and management activities that allow a large number of participants to collaborate and deliver a high-quality system within planned constraints.

In Part IV, Starting Over, we revisit the concepts we described in the previous chapters from a process perspective. In Chapter 12, Software Life Cycle, we describe software life cycles, such as Boehm's Spiral Model and the Unified Software Development Process, which provide an abstract model of development activities. In this chapter, we also describe the Capability Maturity Model, which is used for assessing the maturity of organizations. We conclude with two examples of software life cycles, which can be applied in a class project.

The topics above are strongly interrelated. To emphasize their relationships, we selected an iterative approach. Each chapter consists of five sections. In the first section, we introduce the issues relevant to the topic with an illustrative example. In the second section, we describe briefly the activities of the topic. In the third section, we explain the basic concepts of the topic with simple examples. In the fourth section, we detail the technical activities with examples from real systems. Finally, we describe management activities and discuss typical trade-offs. By repeating and elaborating on the same concepts by using increasingly complex examples, we hope to provide the reader with an operational knowledge of object-oriented software engineering. The courses

We wrote this book for a semester-long, software engineering project course for senior or graduate students. We assume that students have experience with a programming language such as C, C++, Ada, or Java. We expect that students have the necessary problem-solving skills to attack technical problems, but we do not expect that they have been exposed to complex or changing situations typical of system development. This book, however, can also be used for other types of courses, such as short intensive professional courses.

Project and senior level courses. A project course should include all the chapters of the book, roughly in the same order. An instructor may consider teaching early in the course introductory project management concepts from Chapter 11, Project Management, such that students become familiar with planning and status reporting.

Introductory level course. An introductory course with homework should focus on the first three sections of each chapter. The fourth section can be used as material for homework and can simulate the building of a minisystem using paper for UML diagrams, documents, and code.

Short technical course. This book can also be used for a short, intensive course geared towards professionals. A technical course focusing on UML and object-oriented methods could use the chapter sequence 1, 2, 4, 5, 6, 7, 8, 9, covering all development phases from requirements elicitation to testing. An advanced course would also include Chapter 10, Software Configuration Management.

Short management course. This book can also be used for a short intensive course geared towards managers. A management course focusing on managerial aspects such as communication, risk management, rationale, maturity models, and UML could use the chapter sequence 1, 2, 11, 3, 4, 8, 10, 12.

From the Back Cover

This widely used book teaches practical object-oriented software engineering with the key real world tools UML, design patterns and Java. This step-by-step approach allows the reader to address complex and changing problems with practical and state-of-the-art solutions.

This book uses examples from real systems and examines the interaction between such techniques as UML, Java-based technologies, design patterns, rationale, configuration management, and quality control. It also discusses project management related issues and their impacts.

A valuable book for development engineers, software engineers, consulting engineers, software architects, product managers, project leaders, and knowledge managers.

Most helpful customer reviews

0 of 0 people found the following review helpful.
... of this book in our offices - its a great book for software engineering and a must read for ...
By Daniel Rodriguez
We have various copies of this book in our offices - its a great book for software engineering and a must read for any software engineer, computer scientist or project manager. The material is thick and dives deep into the topic - but very much well worth it.

10 of 13 people found the following review helpful.
Excellent Book for Programmers Entering Software Development
By illiandantic
This is NOT a book on Unified Modeling Language (UML). It's not a book on Object Constraint Language (OCL). It's also not a book on Capability Maturity Models (CMM), Class-Responsibilities-Collaborators (CRC) cards, Decision Representation Language (DRL), Extreme Programming (XP), Gantt charts, Issue-Based Information Systems (IBIS), Joint Appication Design (JAD), Key Process Areas (KPA), the Liskov Substitution Principle, Model-View-Controller (MVC) architectural styles, Nonfunctional Requirements (NFR) Frameworks, Object Design Documents (ODD), PERT charts, the Questions-Options-Criteria (QOC) model, Requirements Analysis Documents (RAD), Royce's methodology, Software Configuration Management Plans (SCMP), System Design Documents (SDD), Software Project Management Plans (SPMP), the Unified Software Development Process, User Manuals, V-Models, Work Breakdown Structures (WBS), or any of the myriad other tools introduced in the book.

This IS a book to introduce newly-minted programmers to the kind of things, tools, and processes they can look forward to (with either anticipation or dread) in the real world of software development. As the authors state on page viii of the Preface:

"We have observed that students are taught programming and software engineering techniques in isolation, often using small problems as examples. As a result, they are able to solve well-defined problems efficiently, but are overwhelmed by the complexity of their first real development experience, when many different techniques and tools need to be used and different people need to collaborate."

It's been many years since I was involved in major software development projects (and those were all in the military). But, this book seems to have covered everything that all new programmers need to know so that they aren't simply lost when they enter their first software project. The readers certainly won't be experts in the things covered, but they'll at least have a good grounding and be able to bootstrap themselves from there (especially since the authors provide "Further Readings" and a Bibliography at the end of each chapter). For instance, on page 71, under Further Readings, they list three works on UML: one of which is the 566 page official specification, "OMG Unified Modeling Language Specification."

Overall, this is an excellent book for anyone who is just entering the software development world. I rate it at 5 stars out of 5.

As a side note, Florida State University (FSU) uses this book in its COP 3331: "Object-Oriented Analysis and Design" course.

0 of 0 people found the following review helpful.
Great introduction to everything that a senior level
By sarena
Great introduction to everything that a senior level, or graduate computer science/engineering major will see in industry as a software engineer.

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Rabu, 08 Februari 2012

[Q165.Ebook] Ebook Kinesiology: The Skeletal System and Muscle Function, 2e, by Joseph E. Muscolino DC

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Kinesiology: The Skeletal System and Muscle Function, 2e, by Joseph E. Muscolino DC

See the body's bones, joints, and muscles in action! Highly visual and in full color, Kinesiology: The Skeletal System and Muscle Function makes it easy to understand kinesiology concepts and how they would be applied to the treatment of dysfunction. It contains over 1,200 illustrations, including a bone atlas that shows every bone in the human body and six chapters with detailed, illustrated coverage of joints. Written by noted educator and author Joseph E. Muscolino, this book clearly depicts how muscles function as movers, antagonists, and stabilizers. This edition expands its reach to athletic training with two new chapters on stretching and strengthening exercises. A companion DVD includes video clips with over 60 minutes of footage demonstrating all the major joint actions of the human body.

  • Companion DVD includes over one hour of video demonstrating all the major joint actions of the human body, with a voiceover explanation of the names of the motions, the planes in which motion occurs, and the axes around which motion occurs.
  • Unique! A focus on the needs of massage therapists and bodyworkers makes it easier to apply kinesiology concepts to the practice of massage therapy.
  • Unique! A complete bone atlas includes over 100 full-color photographs showing every bone in the human body.
  • 1,200 full-color illustrations help you understand concepts relating to the bones of the human body, joints of the human body, and muscle function parts.
  • A logical, easy-to-reference format moves from basics (like parts of the body) to more difficult topics (such as microphysiology).
  • Six chapters on joints cover structure, function, and terminology, with specific illustrations on each joint in the human body: joints of the axial body, joints of the upper extremity, and joints of the lower extremity.
  • Student-friendly features in each chapter include an outline, learning objectives, overview, key terms with pronunciations, and word origins designating the Latin or Greek derivative.
  • Clear, simple explanations make it easy to understand kinesiology concepts, including muscle contraction(s), coordination of muscles with movement, core stabilization, posture, exercise, reflexes, and how the nervous system controls and directs the muscular system.
  • Expert author Joseph E. Muscolino, DC, offers years of experience in the study of muscles and muscle function, as well as bodywork and massage, and conveys that information in an understandable format.
  • More illustrations of individual muscles are included, with a description of their actions and attachments; muscles are now organized by function rather than by region.
  • Expanded fascia and anatomy trains concepts section includes new illustrations and explanation of the different types of fascia, the structure and function of the fascial web, and how fascia reacts to physical stress.
  • New Strengthening Exercises chapter covers the basics of strengthening, especially useful for athletic training.
  • New Stretching chapter includes illustrations and information on the purpose and benefit of stretching and how to perform various stretching techniques.
  • Updated Posture and the Gait Cycle chapter more clearly explains and demonstrates concepts.
  • Video icons in the book indicate when content is supported by videos on the companion DVD.
  • Updated! Student resources on the companion Evolve website help you review for kinesiology quizzes, tests, and exams with bone and bony landmark identification exercises, crossword puzzles, drag-and-drop labeling exercises, radiographs, a comprehensive glossary of terms from the book, and answers to chapter review questions.

  • Sales Rank: #62799 in Books
  • Brand: imusti
  • Published on: 2010-10-05
  • Original language: English
  • Number of items: 1
  • Dimensions: 1.00" h x 8.50" w x 10.80" l, 3.25 pounds
  • Binding: Paperback
  • 704 pages
Features
  • Mosby

About the Author
Kinesitherapeute, cadre de sante 5CDS), docteur es sciences en biomecanique (PhD university of Strathclyde, Ecosse). Enseignant a l'ENKRE Saint-Maurice, l'IFMK d'Assas et l'IFPP Danhier Paris

Most helpful customer reviews

10 of 11 people found the following review helpful.
Everything I need in a kinesiology book
By Cuppa Joe
I've looked at quite a few K. books, as well as anatomy & physiology textbooks. I pretty much use text books as references when designing workouts and troubleshooting.

This is a great book, its strength is the excellent information organization. Good overview of systems and logical progression of details. I first got this book from the library, and decided very quickly that I wanted to own it. I have no issue with a 6+ year old text book for $2 + shipping. No need to pay full price for content that doesn't drastically change with time, the text book industry is more or less a racket, always coming up with new editions to keep the students broke while making a profit on basically rehashed material. Really! there are no new parts in the body.

0 of 0 people found the following review helpful.
Great book for anyone needing to know kinesiology
By bandgeek
This was a very detailed and well-organized book.Each chapter begins with a chapter outline and objective, as well key terms (these are incredibly helpful when reviewing the chapter and creating study guides). There are multiple diagrams in each chapter that are clearly labeled, and detailed definitions. All of the information in the chapter is given in bullet points, which I found incredibly helpful and easy to read. There are also review questions at the end of each chapter. This is an amazing resource for anyone in the science or medical field needing to know kinesiology.

0 of 0 people found the following review helpful.
Recommended for non-degreed personal trainers
By Amazon Customer
Purchased this book to assist with the personal training certification since kinesiology is the area I was lacking knowledge. I am currently about half way through and know it is very beneficial. Very well written with good examples so the concepts are easy to grasp and retain. Money well spent.

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Selasa, 07 Februari 2012

[Y639.Ebook] Get Free Ebook Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead, by Laszlo Bock

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Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead, by Laszlo Bock

NEW YORK TIMES BESTSELLERWALL STREET JOURNAL BESTSELLER
The Globe and Mail Top Leadership and Management BookForbes Top Creative Leadership Book
From the visionary head of Google's innovative People Operations comes a groundbreaking inquiry into the philosophy of work-and a blueprint for attracting the most spectacular talent to your business and ensuring that they succeed.

"We spend more time working than doing anything else in life. It's not right that the experience of work should be so demotivating and dehumanizing." So says Laszlo Bock, former head of People Operations at the company that transformed how the world interacts with knowledge.

This insight is the heart of WORK RULES!, a compelling and surprisingly playful manifesto that offers lessons including:

  • Take away managers' power over employees
  • Learn from your best employees-and your worst
  • Hire only people who are smarter than you are, no matter how long it takes to find them
  • Pay unfairly (it's more fair!)
  • Don't trust your gut: Use data to predict and shape the future
  • Default to open-be transparent and welcome feedback
  • If you're comfortable with the amount of freedom you've given your employees, you haven't gone far enough.


Drawing on the latest research in behavioral economics and a profound grasp of human psychology, WORK RULES! also provides teaching examples from a range of industries-including lauded companies that happen to be hideous places to work and little-known companies that achieve spectacular results by valuing and listening to their employees. Bock takes us inside one of history's most explosively successful businesses to reveal why Google is consistently rated one of the best places to work in the world, distilling 15 years of intensive worker R&D into principles that are easy to put into action, whether you're a team of one or a team of thousands.

WORK RULES! shows how to strike a balance between creativity and structure, leading to success you can measure in quality of life as well as market share. Read it to build a better company from within rather than from above; read it to reawaken your joy in what you do.

  • Sales Rank: #309536 in Books
  • Published on: 2015-04-07
  • Released on: 2015-04-07
  • Formats: Audiobook, CD, Unabridged
  • Original language: English
  • Number of items: 10
  • Dimensions: 5.75" h x 1.50" w x 5.25" l,
  • Running time: 690 minutes
  • Binding: Audio CD

Review
"The book is a true masterpiece."―Forbes.com

"An intriguing profile of an innovative company that continues to shake up the world."―Kirkus Reviews

"Good guidance from the head of Google's innovative People Operations, who wants to show companies how to attract and keep the best managers...Love the read-it-two-ways title."―Library Journal

"Anecdotes about Google's founding and history mingle with discussions of management theory, psychology, and behavioral economics to create a fascinating and accessible read."―Publishers Weekly

"WORK RULES! delivers on its promise. Befitting a volume written deep within the algorithm factory, WORK RULES! is dense with data and counterintuitive conclusions for anyone looking to make the workplace a better place."―Forbes

From the visionary head of Google's innovative People Operations--a groundbreaking inquiry into the philosophy of work and a blueprint for attracting the most spectacular talent to your business and ensuring the best and brightest succeed. The praise for WORK RULES! includes the following bestselling authors and top flight executives:
Adam Grant, author of Give and Take

"WORK RULES! offers a bold, inspiring, and actionable vision that will transform the future of work. It should be mandatory reading for everyone who leads, manages, or has a job."

Daniel Coyle, author of The Talent Code
"Laszlo Bock's book is a dazzling revelation: at once an all-access backstage pass to one of the smartest organizations on the planet, and also an immensely useful blueprint for creating a culture of creativity. It should be given to every leader, every entrepreneur, every manager, every student, and every human being who wants to understand how to build a successful, cohesive, high-performing workplace."

Dan Pink, author of Drive and To Sell Is Human

"Laszlo Bock has written a remarkable book that reveals the secrets of becoming a talent powerhouse. He shows the many benefits of a high freedom culture with a mission that matters. And along the way, he topples pillar after pillar of conventional wisdom on hiring, training, assessing, and compensating the people who power your organization. If you're looking for forehead-smacking insights along with an array of savvy new practices, WORK RULES! is an essential read."

Susan Cain, co-founder of Quiet Revolution and author of Quiet

"WORK RULES! is spectacular. I spent weeks with it, because I wanted to take such careful, detailed notes. I plan to share it with our entire Quiet Revolution team-and I'm sure that all company founders will do the same."

Ram Charan, coauthor of Execution and advisor to boards and CEOs

"WORK RULES! is an exceptional book aimed at any manager who wants great ideas for encouraging success from their team . . . an instant classic for the management shelf."

Indra K. Nooyi, chairman and CEO, PepsiCo

"With a clear-eyed, data-driven look into today's workplace, Bock reveals the non-traditional practices that can fundamentally transform businesses of all kinds."

Tom Gardner, founder and CEO, Motley Fool

"The finest book on organizational culture that I have ever read. WORK RULES! is the essential playbook for creating high-performance cultures that liberate people to do their most important work."

John Doerr, managing director, Kleiner Perkins Caufield & Byers

"WORK RULES! is more than a must-read business book. It's a handbook for high-performance teams that win."

Jeffrey Pfeffer, author of Leadership B.S.

"Some will think that WORK RULES! is a book about Google. It is, but mostly it is much more: a book about how to build people operating systems that permit any organization to get the smartest decisions from their workforce. Clearly written, evidence-based, with practical guidance and a cogent underlying philosophy, WORK RULES! needs to rule the world of work."

Peter H. Diamandis, chairman, XPRIZE; exec. chairman, Singularity

"WORK RULES! is a surprising, unconventional book that is required reading for anyone looking for a job in the tech sector, and for every entrepreneur seeking new modes of innovative thinking."

Robert I. Sutton and Hayagreeva Rao, co-authors of Scaling up Excellence

"A riveting ringside view of people operations at Google. A deft marriage of research and practice that is full of practical tips. It is an indispensable book for all people managers."

Tim Brown, CEO of IDEO and author of Change By Design

"As a company renowned for questioning our assumptions, it should be no surprise that Google has developed unique and profoundly effective approaches to culture, talent and leadership. By debunking many accepted HR practices WORK RULES! establishes itself as a new testament for managing talent in modern times."

Liz Wiseman, author of Multipliers and Rookie Smarts

"Laszlo Bock has done far more than codify Google's recipe for its high-freedom, high-performance workplace, he has created the essential guide for unleashing talent in the digital age. Intelligent, playful, and practical, WORK RULES! is for all leaders who want to inspire brilliance and bring out the best of humanity in their workforce."

About the Author
Laszlo Bock leads Google's people function, responsible for attracting, developing, retaining, and delighting "Googlers." Bock's earlier experience spans executive roles at the General Electric Company, management consulting at McKinsey & Company, start-ups, non-profits, and acting.

During Bock's tenure, Google has been named the Best Company to Work For more than 30 times around the world and received over 100 awards as an employer of choice. In 2010, he was named "Human Resources Executive of the Year" by Human Resources Executivemagazine.

Most helpful customer reviews

134 of 138 people found the following review helpful.
Excellent complement to "How Google Works"
By Jeremey Donovan
While Eric Schmidt's book "How Google Works" is better, Work Rules adds considerable depth on Google's People Operations practices. Here are my key takeaways:

- Operate on the belief that people are fundamentally good
- Use groups of peers or independent teams for: hiring, promotions, salary increases, awards, and firing (often excluding the direct manager)
- Managers exist to: (a) make tie-breaking decisions (b) coach/train to develop employees (c) care about people's well-being (d) set vision/strategy (e) provide technical advice (f) empower by clearing roadblocks
- Conduct 2x-per-year performance reviews on a 5-point scale and then calibrate (which are separate from continuous feedback); get 360 feedback on ‘do more of’ and ‘do differently’ 1x per year
- Make all goals (objectives and key results) public
- Design physical spaces to encourage interaction across departments
- Help employees meet the people they are helping
- Ensure transparency (in all matters unless unlawful)
- Only hire people who are better than you, who will be successful in the context of your organization, and who will make everyone around them more successful
- Referrals from existing employees are the best source of candidates
- Couple assessments of cognitive/problem-solving/learning ability, conscientiousness, and emergent leadership/fit with structured interviews that are job related: (a) Tell me about a time..? (b) What would you do if…? Note: 4 interviews are sufficient
- Eliminate status symbols
- Pay bonuses based on the median salary of all people in a job
- Have people who are the best at something train everyone else (share principles, role-play, discuss, review video of role-play)
- Make pay commensurate with contribution (following a power law rather than a normal distribution)
- Provide experiential rewards (as a complement to monetary awards)
- Celebrate accomplishment with public recognition
- Reward smart failure and make sure to conduct “what did we learn?” post-mortem sessions
- Provide nudges to influence, not dictate, choice
- Uphold the obligation to dissent (a McKinsey core value)
- Treasure the weird
- Put more wood behind fewer arrows
- Building a great culture requires constant experimentation and renewal

Various programs and processes:
- TGIF: weekly all company meeting to share updates plus 30 minutes of Q&A
- Dogfooding: Have employees test new products and provide feedback before piloting with customer
- Bureaucracy Busters: annual program to identify and fix biggest frustrations
- Upward Feedback Survey: 2x per year survey about manager quality
- 20 Percent time: time for people to engage in side-projects (often 120% time)
- Googlegeist: Annual survey focused heavily on innovation, execution, and retention
- Tech Advisor: network of experienced leaders offering confidential, one-on-one office hours
- Random Lunches: set people up with others they don’t yet know
- Tech Talks: Employees sharing work (and non-work) expertise
- Talks at Google: Outsider (ex: authors, business leaders, entertainers, etc.) sharing their wisdom

223 of 233 people found the following review helpful.
Very Useful Information
By Loyd Eskildson
Most books about business aren't worth reading because they're either a selective collection of anecdotes with unknown biases and completeness (eg. Malcolm Gladwell), a summary of the practices of a company that's often a 'flash-in-the pan' (eg. Baldrige Award winners), or the writings of some obscure PhD focusing on some relatively secondary point (eg. employee morale, while ignoring strategy and the competitive environment). Fortunately, this book is an exception - summarizing H.R. practices employed at Google, along with (in some cases) their evolution.

A key point made immediately - Google managers cannot unilaterally decide whom to hir or fire, how someone's performance is rated or rewarded, when software code is of sufficient quality to be incorporated into working systems, final product design and/or launch date, or who is promoted. Instead, each of those decisions is made by a group of peers, a committee, or a dedicated and independent team. Outcomes are thus calibrated across groups, and managers instead focus on clearing roadblocks and inspiring their teams. Google contends that giving non-managerial individuals and teams decision-making authority, providing learning opportunity outside what is needed to do one's job, and increasing reliance on teams works best. (See Kamal Birdi for related academic research.)

Block tells readers that Google relies on three cornerstones in its H.R. practices. The first is its Mission Statement - cornerstone of its culture, intended to convey a mission that matters, a moral rather than business goal. Why? Nothing is a more powerful motivator than knowing you are making a difference in the world. The second is transparency. Weekly, Larry and Sergey host the entire company (live and Internet video) for updates from the prior week, product demonstrations, welcoming new hires, and fielding 30-minutes of questions from anyone on any topic. (Staffers submit questions, discuss, and vote on their priority - 'Hangout On Air Q&A' is the software utilized for this; also utilized by Obama to handle and prioritize questions from audience members when he speaks.) Transparency is valued because it promotes information-sharing, encourages improvement (eg. New York's posting CABG mortality rates for each hospital brought an overall death rate reduction of 41%). Bridgewater Associates (world's largest hedge fund) goes further - recording every meeting and making the available to employees - shows how decisions are made, encourages more precise thinking and communications, reduces politicking/backstabbing, stops the 'I never said that.' Complaints about someone within an email are forwarded to that individual. The third is employee voice. Google has an annual Bureaucracy Busters program where staffers identify their greatest frustrations, vote on them, and initiate actions.

Bock believes that most assessments of potential hies occurs in the first 3 - 5 minutes, if not sooner. Further, most interviews are subconsciously biased towards people like the interviewer. Finally, most interview techniques are worthless. (These assertions are backed by research cited in the end-notes.) In addition, other research has concluded that about 90% of training doesn't bring sustained performance improvement or behavior change. Thus, Google spends considerably more on recruiting than the average firm, with less emphasis on training.

Even the best-intentioned managers compromise their standards as searches drag on.

Side Notes: 1)As late as 2010, most new Googlers took significant salary cuts when joining - some as much as 50% or more. Hints at the value of adding Google to one's resume. 2)Google now prefers to take a bright, hardworking student who graduated at the top of his class at a state school over an average or above-average Ivy League graduate. It also looks for humility and conscientiousness. Google only hires about 0.25% of those considered. 3)As of 2008, Google continuously crawls the Web and reprocesses its findings several times/day.

Continuing, Bock states that only 10% of an organization's applicants (at best) will be top performers - this creates a need for more interviews. Moreover, most top performers aren't currently looking for work. Two teams of senior leaders (one for product management and engineering roles, another for sales, finance, and all else), plus a final reviewer (Larry Page) enforce Google's high hiring standards. A major rationale - this avoids declining standards over time, as well as hiring preference for friends. 3)Google no longer uses case interviews and brainteasers - researchers have found them useless.

Google analyses have found that academic performance didn't predict job performance beyond the first 2 - 3 years after college, so they've stopped requiring grades and transcripts - except from recent graduates. At one point, over half of new hires came from employee referrals, and then dropped off. The reason - they'd exhausted their networks. Google helps boost recollection by having events at which staffers go through their Facebook, LinkedIn, etc. networks, with H.R. individuals standing by. Another reason - Google was taking too long to contact those referred and not providing feedback to the referrer. That too has changed - an initial call is made within 48 hours and the referring Googler is given weekly updates. Since so many of the best potential applicants don't apply, Google has developed an in-house recruiting staff (using 'gHire') that now brings in over half of its new hires. It stopped using job boards (eg. Monster.com) in 2012.

Researchers Schmidt/Hunter in published (1998) a meta-analysis of 85 years of research on how well assessments predict performance. Unstructured job interviews 'explained' 14% of performance variation, reference checks - 7%, experience (3%). Work-sample tests (29%) were best (Google uses); general cognitive ability (26%), when combined with assessment of conscientiousness brought the level to 36%.

Google now uses 'qDroid' - one chooses the attributes they want to test for and supply the job needing to be filled - the system provides questions appropriate for the interview. Bock also commends the sample questions available on the U.S. Dept. of V.A. website.

In 2007, Google started looking for themes across the 10,000 or so individuals it had hired, and the millions it had not hired. Four predictive attributes were identified - 1)General Cognitive Ability, 2)(Emergent) Leadership, 3)'Googleyness' - enjoying fun, having humility, conscientiousness, comfortable with ambiguity, and 4)Role-Related Knowledge. The latter was least important, and Bock sort of waffles around about it. Google now requires all interview feedback to comment on each attribute. Subsequent reviewers may disagree with the conclusions reached by those previously involved, and the system rates interviewers on their longer-term accuracy.

Google became infamous for its long, drawn-out hiring and interview processes. Analysis found that four interviews were enough (provided 86% confidence), and that each additional interview beyond those four only added another 1% confidence in the decisions made. Acting upon this information has cut the median hire time to 47 days, down from 90 - 180. The process begins with resume screening by someone familiar with all Google jobs (Bock omitted the initial computer screening and key words/phrases utilized), a phone or Google+ 'Hangout' interview to assess general cognitive ability, then in-person interviews with hiring manager, peers, subordinates, and a cross-functional representative, followed by summarization of the formal structured prior interviews, along with 'backdoor references' (eg. information from current Googlers who knew the individual before, perhaps in college), an interview with a senior leader, then the CEO. The average Googler spent 1.5 hours each week on hiring in 2013.

Google tries to reduce 'distance' between layers - no executive dining rooms, parking spots, or pensions. Decision-making is based on data, as much as possible. ('Don't politic, use data.') H.R. practices are tested via surveys, test data, and sometimes double-blind experiments. Rejected candidates are sometimes hied to see how they perform. Purported biases are taken seriously and checked out via data - do those reporting to upper managers get more promotions and better ratings, what about those on the more important projects? (Analyses were conducted and the results posted. When the analyses uncover or bear out a problem, Google tries changes.) Engineers are allowed to spend 20% of their time on non-work-related projects (presumably related somehow to bettering Google - some projects have to do with H.R. changes), and a sizable proportion do so.

Sidebar: Bock states that part of the reason women are paid less than men is that they negotiate less - he backs this up with data. Google disseminates this finding to staffers in an effort to encourage them to be more assertive in requesting raises and promotions.

All supervisors receive structured feedback from their subordinates; those with 100 or more subordinates have summaries of that feedback posted for all to see. (These results are not factored into their performance ratings or pay decisions.) Google also regularly uses five questions that predict whether employees are likely to quit - action is triggered if favorable responses fall below 70%.

Google board member John Doerr introduced Intel's goal-setting practices (Objectives and Key Results - OKR) to Google in the early 2000s. Results must be specific, measurable, and verifiable. (Bock suggests having both quality and efficiency measures, and cites Edwin Locke and Gary Latham as guiding authorities.) The firm deliberately sets ambitious goals, believing that if they achieve all of them, the goals are not aggressive enough. ('If you set a crazy, ambitious goal and miss it, you'll still achieve something remarkable' - Larry Page) Larry sets OKRs for Google at the start of each quarter. Everyone's OKRs are visible on Google's internal website. Since research has shown that hours spent cascading goals up and down a firm doesn't improve performance, and those grossly out of alignment are quickly obvious, Google spends little time on that.

Google stopped doing quarterly ratings in 2013 (now every six months) and went to a 5 point scale (from 41). Managers assign a draft rating to each of their employees and then sit with about 5 other managers and review the outcomes to help standardize/calibrate them. This is seen as reducing the incentive/pressure to inflate ratings, and improving fairness. Prior to beginning the sessions (last about 3 hours), the group reviews the seven types of likely bias (eg. recency, central tendency). Not every individual is discussed, but they do look at the various ratings distributions.

Google separates the 'how you did' conversation from the 'how to do better' discussion by about a month. Managers are assisted in this by Google-provided guides.

Google believes that some individuals in technical jobs are worth far more than others at the same level - even after accounting for differences in project impact. Bock cites Bill Gates: 'A great writer of software code is worth 10,000 the price of an average software writer.' (When I wrote software the generally-accepted figure was a much more modest 20X - still quite impressive.) Unfortunately, this runs afoul of typical rewards systems. Google tries to account for these differences with varying stock grants, though these are infrequent (usually generate resentment); public recognition and less dramatic rewards (eg. trip to Hawaii) are more frequent.

Typical reward systems assume a normal-curve distribution of talent/contributions. Bock contends a 'power' (exponential) curve is more appropriate - if for no other reason than the fact that the worst performers don't get hired or, are fired if they were hired. He then documents that power-curve distribution of talent in a number of areas (academic publishing, professional sports, musicians, etc.) using data from O'Boyle/Aguinis and their study of 633,263 individuals. (Also why median incomes in the U.S. almost invariably are lower than mean incomes.) Those falling in the bottom 5% at Google are provided training, sometimes given a new position (usually they rise to average), or fired. The range of rewards within a level at Google can easily vary 300 - 500%; a consequence is that average performance is rewarded with less than average compensation. As for failures - they too are rewarded if seen as thoughtful and well-attempted.

Bock/Google are relatively dismissive of training - Bock references research concluding that most is a waste, primarily because of a lack of evaluation. Google tries to use fellow-workers as trainers (more credible and knowledgeable) and to assess behavior/practice/performance changes that result.

Bock ends by reporting that while Google does offer an excellent menu of benefits, many are free are very low cost to the company. Examples include allowing onsite provision of services for employees that help simplify their busy lives - cleaning, bicycle repair, etc. Employees pay for the services, though sometimes Google is also able to negotiate lower rates.

Overall - an excellent description of how Google recruits, retains, and motivates its staff.

10 of 10 people found the following review helpful.
Contains some content that's very useful -- and some that is less so
By Alex
This book does have a lot of good, useful, and interesting information. Compared to another book I've read that also came out of Google (How Google Tests Software) I think this one is much better in terms of the content being actionable and thoughtful and, to my knowledge, reflecting how things actually work at Google. One thing that was frustrating about the software testing book is that it was very unreflective -- it simply told you what Google did, without discussing the pros and cons of various approaches. Work Rules! is much more thoughtful in terms of providing evidence that the techniques it discusses work. It even discusses some failed projects by HR -- er, I mean People Ops -- at Google, and why they failed.

So, why not five stars? A few reasons. One is that there is a lot of space devoted to self-promotion of Google, which while not unexpected in a book written by Google's head of People Ops, doesn't add much to the reader's experience. Another is that a good chunk of the content is likely to already be very familiar to readers -- Bock spends a lot of time explaining what a normal distribution is, for example, or describing the Employee Resource Groups (i.e., various affiliation groups like the veteran's group or the parents' group) that are extremely common at companies of Google's size. The third problem is that "it's the economy, stupid" -- some of the content around hiring and compensation is likely specific to Google's particular situation, its success, the labor market and so forth when at the time covered by the book, and is probably not universally valid. The final problem is that while a lot of the "tactical" level advice is highly evidence-based, several of the high-level ideas, such as "it is better to hire the very best people than to hire merely okay people and train them" or "it makes sense to pay your best engineers an order of magnitude more than other engineers at the same level" or even "whiteboard coding interviews are a good way of assessing candidates" have very, very little evidence provided to support them. In many cases the evidence for these claims is based on a combination of cherry-picked anecdotes, one or two studies done decades ago and not on engineers, and a reasonable-sounding argument that makes sense until you realize that you could make an equally reasonable-sounding argument in the opposite direction. I would love to see a book that really picks apart and tests some of these assumptions.

That said, it's a fun read with a decent amount of useful advice, which makes it a very solid four stars.

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[F388.Ebook] Free PDF Engineering with Polymers, 2nd Edition, by P. C. Powell, A. J. Ingen Housz

Free PDF Engineering with Polymers, 2nd Edition, by P. C. Powell, A. J. Ingen Housz

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Engineering with Polymers, 2nd Edition, by P. C. Powell, A. J. Ingen Housz

Engineering with Polymers, 2nd Edition, by P. C. Powell, A. J. Ingen Housz



Engineering with Polymers, 2nd Edition, by P. C. Powell, A. J. Ingen Housz

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Engineering with Polymers, 2nd Edition, by P. C. Powell, A. J. Ingen Housz

Plastics and rubber materials, or polymers, are increasingly the first choice of engineers when reliable, cost-effective performance and safety are essential. The volume of polymers used in the Western economy now exceeds that of metals, which requires today's engineering students to have a thorough grounding in the properties and applications of polymeric materials.

The first chapters of Engineering with Polymers explain what polymers are, how they behave, and how articles are made from them. The authors then show how the standard engineering techniques of stress analysis, structures, fluid mechanics, heat transfer and design can be adopted or adapted to cover plastics and rubber materials. The book ends with chapters detailing interactions between processing and properties, and a description of a variety of approaches to designing plastics products, from practical advice to the use or further development of theoretical principles, backed up by examples and case studies.

The book is aimed at mechanical engineering students and design engineers in industry and also at materials' and chemical engineers.

  • Sales Rank: #5112648 in Books
  • Brand: Brand: CRC Press
  • Published on: 1998-08-03
  • Released on: 1998-08-03
  • Original language: English
  • Number of items: 1
  • Dimensions: 9.00" h x 1.14" w x 6.00" l, 1.42 pounds
  • Binding: Paperback
  • 502 pages
Features
  • Used Book in Good Condition

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