The graduation thesis investigation report can be described from three aspects. First, you can describe the purpose of the investigation report; Secondly, it describes the specific process and data of the investigation; Thirdly, it describes the results and analysis of the investigation report.
Model essay on graduation thesis investigation report Part I:
About graduation project: Structure and Control System Design of Magnetorheological Moment Polishing Device.
The background and significance of the investigation report;
Abstract: At present, the finishing of workpiece surface accounts for about 37%-50% of the manufacturing time, which is mainly realized by manual grinding and polishing by skilled workers. In the mold and optical parts processing industry, the surface processing of the workpiece has become a key problem that restricts the development of manufacturing technology. Therefore, it is of great significance to carry out in-depth research on automatic finishing technology and method with high precision, high efficiency and low cost. Aiming at the common problem of force-position coupling in workpiece surface polishing, a force-position decoupling control polishing technology and method based on magnetorheological torque servo and economical CNC lathe is proposed, and theoretical discussion and experimental research are carried out. This method independently controls the grinding and polishing force through magnetorheological torque servo, and controls the position and posture of grinding and polishing tools through the position servo system of CNC lathe, which effectively removes the force-position coupling in the grinding and polishing process and lays an important foundation for realizing high precision, high efficiency, low cost and automatic grinding and polishing of workpiece surface. In order to meet the needs of the design and application of magnetorheological torque servo, the performance of magnetorheological fluid is tested and studied, the concept of critical shear rate is put forward, BINGHAM model is modified, and the torque calculation model of magnetorheological torque servo is established. This paper analyzes the influence of working speed on output torque, introduces the concept of critical speed, and points out that torque servo should work above the critical speed in order to provide stable output torque. With the help of ANSYS software tools, the magnetic circuit of torque servo is numerically analyzed, and the rationality of the designed magnetorheological torque servo structure is verified. Aiming at the need of polishing torque control in polishing process, the dynamic model of polishing tool system is established, and the control system is simulated and analyzed, and the control parameters suitable for this system are obtained. Finally, the torque control is studied experimentally, and the reasonable control and sampling period are determined. Under the excitation of unit step signal, the ideal control effect is obtained. Aiming at the need of position and attitude control of polishing head in polishing process, the path planning method of tool system is introduced, and the influence of planned path on polishing parameters is analyzed by combining Preston equation. The influence law of curvature radius of workpiece on polishing residence time under the condition of uniform feed is obtained, that is, the smaller curvature radius, the longer residence time, and the selection method of lathe spindle speed operation mode is given. In order to meet the needs of grinding and polishing experiments of rotating aspheric workpieces, a set of aspheric compliant grinding and polishing control software system is developed, and a time domain planning method of grinding and polishing torque is proposed. The grinding and polishing experiments of paraboloid of revolution, ellipsoid and plane were carried out respectively, and the nano-scale surface quality was obtained, which verified the effectiveness and feasibility of the force-position decoupling theory.
Main technical parameters:
1. Magnetorheological control current is 0 ~ 2.5A 。
2. the output torque of the damper is 0 ~ 5 N.m
Research status and application of magnetorheological technology;
In 1940s, Winslow and Jabinow invented electrorheological fluid (ERF) and magnetorheological fluid (MRF) successively, which quickly attracted people's attention. It is found that the controllable characteristics of magnetic fluid materials can be used to consume the vibration energy of the controlled system, suppress the vibration amplitude, reduce the energy consumption and improve the performance, which opens up the long-term exploration and application of electromagnetic fluid materials in the field of vibration suppression. Because the shear yield stress of magnetorheological fluids is one order of magnitude larger than that of electrorheological fluids, and magnetorheological fluids have the characteristics of good dynamics, low power supply voltage, low power consumption and temperature stability, they have attracted more and more attention. See table 1 for the main index pairs of electrorheological fluids and magnetorheological fluids. Performance comparison between magnetorheological fluid and electrorheological fluid
Belarusian scholars ShulmanZP, Kordonsky, WI and WI have made great progress in the research of magnetorheological materials, and then Lord Ford Vehicle Company, Delphi Company and BASF Company of Germany have all carried out the research of magnetorheological materials and made gratifying progress, and the existing commercial magnetorheological variants have come out. The research work of scholars all over the world makes people further understand the rheological mechanism and macro structure of magnetorheological materials, which lays a solid foundation for the research of magnetorheological materials. Carlson, J.D.J.D. of American Lord Company applied for the technical patent of magnetorheological materials at 1994. 1995. In the selection and preparation of suspension phase of magnetorheological materials, American Lord Company has done pioneering work. The company has reported that the suspension phase of magnetorheological fluids prepared by various alloys is iron-cobalt alloy titanium, nickel alloy iron,. 1995- 1997 Ashour, D. The settlement of magnetorheological materials and the preparation technology of magnetorheological materials have been systematically studied, and many valuable achievements have been made. Kordonsky, W, I W, I. Using nano-sized hard magnetic particles as suspension phase to improve the Del settlement of magnetorheological materials. This method breaks through the traditional method of improving sedimentation by using surfactants or additives, and opens up a new idea for improving the stability of secondary flow materials. Ford Motor Company of the United States uses dipole interaction model to study the rheological properties of magnetorheological materials, and calculates the shear yield stress of magnetorheological materials numerically. The results are basically the same. Lemaire, e and others studied the relationship between the yield stress of magnetorheological extraction and the size of suspended particles, and found that the influence of the size of suspended particles on the yield stress depends on the coupling coefficient. Monodisperse system with a certain size has better magnetorheological effect than polydisperse system. This effect comes from the structural fluctuation caused by Brownian motion under the condition of no flow, which makes the distance between two adjacent particles in a single chain greater than the average distance of polydisperse system. The resistance of chain structure to fluid flow comes from this increased gap.
The research on magnetorheological materials in China began in the 1990s, and some achievements have been made in the preparation, rheological mechanism and engineering application of magnetorheological materials. Earlier units engaged in this research include Fudan University, China University of Science and Technology, Harbin Institute of Technology, Harbin Jianzhu University, Northwestern Polytechnical University, Wuhan University of Technology, Chongqing University and National Research Center for Instrumental Functional Materials Engineering. China University of Science and Technology, Harbin Institute of Technology and Chongqing University have made some research achievements in the detection of magnetorheological characteristics. The shear yield stress of magnetorheological fluid developed by National Instrumental Functional Materials Engineering Research Center basically reaches the product level of American Lord Company. Fudan University and China University of Science and Technology have also studied the rheological mechanism of MR fluids and adopted some valuable models and theoretical analysis methods. Northwestern Polytechnical University analyzed the stability of magnetorheological fluids and took some measures to improve the stability of magnetorheological fluids.
Graduation thesis survey report model essay 2:
Major: Administration
I. Reasons and purposes of the investigation
"rejuvenating the country through science and education" is an important strategy put forward by the state to push the cause of building Socialism with Chinese characteristics into the 2 1 century in an all-round way, and it is also a strategic policy to enhance comprehensive national strength and strengthen the country and enrich the people. The strategy of rejuvenating the country through science and education has put forward an important task for the development of science and technology and education. As an important part of the education system, the education and training of enterprise employees shoulders the heavy responsibility of improving the quality of workers and promoting the development of science and technology. Doing a good job in the education and training of enterprise employees is conducive to the implementation of the strategy of rejuvenating the country through science and education and to economic development and social progress. Staff training is an integral part and key function of human resource management and development. In order to survive and develop, enterprises must attach importance to employee training. With the progress of science and technology, the personal development of employees and the needs of enterprise development, employee training has become more and more important. Influenced by the traditional and planned economic system, some enterprises have many misunderstandings about this work, such as saving costs, not needing training if the benefits are good, not needing training if the benefits are poor, and not needing training for senior managers. Therefore, it is necessary to innovate employee training from the aspects of concept, content, methods and the choice of lecturers. Only in this way can enterprises be in an invincible position in the market competition. Therefore, it is of far-reaching significance to study and discuss the education and training of enterprise employees.
Employees in enterprises must receive training as a means of continuing learning, and employee training plays an important role in helping enterprises cope with competitive challenges. Staff training can effectively help enterprises create value or win competitive advantage. Enterprises that attach importance to employee training will show better business performance and be more confident to meet the competitive challenges than their competitors. Training not only increases the efficiency and value of enterprise output by improving employees' consciousness, enthusiasm and creativity, but also improves the quality and ability of employees and benefits them. Training is the premise and means of management. Training not only creates conditions for management, but also is a means of management, that is, training stimulates employees' enthusiasm and enthusiasm by meeting their high-level spiritual and cultural needs. At the same time, enterprises should take training as an opportunity and way of management, as well as ways and means to complete tasks, implement training around the tasks and objectives of enterprises, communicate with superiors and subordinates through training, grasp the progress of work, reach mutual understanding and support, and continuously improve work performance.
In order to fully understand the ideological status of employees, understand the requirements and plans of employees' training, and build a unified and structured internal training system. I made a questionnaire-based training demand survey in an enterprise in Chengdu. A total of 100 questionnaires were sent out, and 95 questionnaires were collected, including 94 valid questionnaires, 8 questionnaires for middle managers and 86 questionnaires for supervisors and employees. Now, the results of the questionnaire are simply counted and analyzed.
Second, the time, place and method of investigation
1. Investigation time: 20 1 1 March.
2. Inspection location: a state-owned enterprise.
3. Survey method: The combination of questionnaire survey and data consultation.
Third, the investigation content and analysis
(A) the current problems in enterprise training
1. Not paying enough attention to training. With the rapid development of science and technology, the requirements for employees' knowledge, skills, innovation ability and management ability are getting higher and higher, but the quality training and technical training of employees can't be carried out in time, and most of the managers of all parts of employees on site can't get effective training. Lack of consciousness and action of "practicing internal strength and keeping stamina" will only lead to the decline of enterprise management level and safety production level in the long run.
2. Training cannot meet the needs of enterprise development. Training still stays in simple skills training, and most of them are based on old training methods, with poor training effect, no reasonable layout planning according to the overall development of enterprises, and lack of professional, hierarchical and step-by-step training.
3, did not mobilize the enthusiasm of employees to participate in training. At present, there are more passive participants in training, less active learning, more coping and less real knowledge. Because there is no effective incentive mechanism, the needs of enterprises and the requirements of employees' personal development cannot be well combined, and the training work does not combine some fundamental problems of enterprises' survival, so it is difficult to fully mobilize the enthusiasm of employees' training.
4. The feedback of training effect is not perfect. Due to frequent assault training, large number of people and tight time, it brings many difficulties to the setting, assessment and marking of questions. The training department can't comprehensively and timely analyze and evaluate the training effect, and can't make more reasonable and effective training arrangements, so it can't guarantee the improvement of training effect and quality.
5. Backward training methods. In most cases, training is conducted in the form of lectures and technical questions and answers, without interactive practice facilities and lack of infrastructure configuration.
(b) talent management and skills
1. In the use of talents, middle and senior managers have gained a high support rate. As the backbone of the enterprise, department heads shoulder the heavy responsibility of continuous innovation and development of the enterprise. According to statistics, about 80% of employees think that middle and senior managers have given full play to their talents, but 20% still think that there is unfairness.
2. Internal communication between departments is basically smooth, but it needs to be strengthened. Most employees generally report that in actual work, their superiors have great support for their work and have some communication on the work content, but the follow-up investigation shows that the internal communication of the department has not reached the expected requirements; There are also some employees who report that the work connection between departments is not ideal. In many cases, only employees communicate with each other, and the communication ratio of department heads only accounts for 55%. For the communication between employees in the department, investigators are balanced in three aspects: self-coordination, asking colleagues and asking leaders for help.
3. Middle managers need to be improved. According to the survey data, most employees believe that in the future work, middle managers need to improve their personal qualities in the following aspects: responsibility, communication between superiors and subordinates, leadership art, team culture, fairness, business ability, ideology, employee motivation and achievement motivation. According to the survey of middle managers, they are: responsibility, communication between superiors and subordinates, team culture, leadership art, fairness, professional ability, ideology, employee motivation and achievement motivation.
(C) team spirit and quality
1, except for a few employees, the team morale is good. In the actual survey, 28% employees think that our team spirit is very high, 60% employees think that our team is a caring and United group, but 12% employees think that the team is in a downturn. When investigating the specific members of the team, it was found that about 35% employees reported that some employees were not integrated into the whole team and showed exceptional or special behaviors.
2. Personal interests and personal performance are not closely combined. The team is composed of individuals, and individual performance is the basis of team performance. Only when personal interests are closely related to personal performance can employees' enthusiasm and sense of responsibility be mobilized.
3. The quality of the team can meet the post requirements, but the overall improvement is slow. According to statistics, 60% of employees think that the overall level of enterprise team quality is equivalent to that of excellent enterprises, 25% think it is slightly poor, 15% think it is poor. In terms of the confidence of employees in working with the team, 30% employees think that the team is developing in a favorable direction, 35% employees think that it has not changed, and 20% employees remain on the sidelines. For the improvement of team quality, 40% of employees agree that our team is improving, 35% basically agree with this fact, 20% are silent and 5% disagree.
(d) Development of individual professional knowledge and skills of employees
Self-evaluation of workers' vocational skills. Workers generally think that they are satisfied with their professional skills in practical work, which is as high as 80%. Only about 65,438+05% workers think their skills are quite complete. At the same time, 5% workers are not satisfied with their knowledge and skills, and hope to improve gradually in their future work. However, in the transformation of professional skills, this proportion has declined. 75% employees think that their skills have been basically developed, and 25% employees think that they have not been fully developed. It can be seen that the transformation of professional quality into performance is not ideal, and the potential and ability of employees need to be further developed.
Four. Suggestions for future countermeasures.
According to the current training situation of enterprises, in order to make the training of enterprises more effective, we should improve the training system from the following aspects:
1, strengthen the cultivation of workers' sense of responsibility. According to the working conditions and characteristics of this enterprise, strengthen the cultivation of employees' quality awareness, so that employees can fully realize the serious consequences caused by the lack of responsibility and the adverse impact on the development of the enterprise. So as to ensure the orderly production.
2. Strengthen communication between employees. Communicate with employees irregularly, feedback employees' opinions in time, and solve problems found in time. Promote mutual understanding and coordination between departments and between leaders and employees.
3. Adjust the staffing and improve the skills of employees. According to the characteristics of each employee, adjust and arrange their positions, so that they can give full play to their personal specialties and avoid wasting talents.
4. Strengthen team integration and improve team quality. Carry out more team activities and evaluations to strengthen team cooperation and improve the overall quality.
Strengthening employee training, in a good interpersonal relationship and cooperative working environment, on the basis of fairness and justice, can better stimulate employees' enthusiasm and fighting spirit, devote themselves wholeheartedly to their work, make their initiative and creativity naturally pour out, and consciously do their work as well as possible with managers, which not only makes employees feel that they have realized their life ideals, but also has a sense of satisfaction and belonging to the enterprise. It also enables enterprises and employees to develop together and truly achieve a win-win situation for enterprises and employees. Enterprises should have a clear training policy and get top-down support from enterprises. The training policy should not only show that the enterprise's policy is to maximize the ability of employees, but also make employees very clear about various training plans. Otherwise, the training will not achieve satisfactory results. In addition, enterprises should also explain the true meaning of training to employees, so that employees can feel that training is a valuable opportunity to enhance their knowledge and ability, thus creating an atmosphere for employees to feel that training opportunities are hard-won and cherish them.
In short, in the era of knowledge economy, the effective management and innovation of employee training is becoming more and more important. The competition of modern enterprises is the competition of talents and knowledge, and training is an effective way to cultivate talents, spread knowledge and realize knowledge sharing. Therefore, strengthening the management and innovation of employee training is the key for enterprises to cultivate their core competitiveness and achieve sustainable success in the 2 1 century.
The above is what Bian Xiao shared today, and I hope it will help everyone.