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An analysis has been carried out to understand the consequences of side-by-side gap-ratio on thermal buoyancy-assisted two-dimensional flow past a pair of heated circular cylinders for a dominant viscous flow field. This is implemented through studies at Reynolds number ( Re) ranging from 5 to 40, Prandtl number ( Pr) 0.7, gap-ratio ( T/D) 1.5 to 4 and Richardson number ( Ri) 0 to 1. An ANSYS-based incompressible flow solver is used with Boussinesq approximation to account for density variations in the momentum equation. One can realize features like the steady-separated and steady-unseparated flow on varying flow and thermal parameters. Unlike streamlines, non-interacting isotherms are non-existent in the current numerical framework. The influence of gap-ratio on enhancement in Nusselt number ( Nu) is the best realized at T/D = 1.5 and buoyancy-aided effects play a dominant role for enhancement in Nu at diffusion and/or viscous-dominant conditions occurring at Re = 5. Correlations are developed to quantify the impact of T/D, Re, and Richardson number Ri on Nu. For the first time, Nu’s correlation based on varying side-by-side gap-ratio has been stated in a single expression. Finally, a comparison for the heat transfer enhancement/reduction in Nu under a similar numerical framework is provided with cases of high-Pr flow and/or different relatable flow arrangements for circular and square cylinders.

Numerical computations have been realized to explore and evaluate the laminar mixed convection heat transfer from a heated trapezoidal bluff body. Two different configurations of the trapezoidal bluff body viz. expanded and tapered considered and a comparison has been made at different operational parameters. The spectrum of physical control parameters considered as Reynolds number (Re) = 10–50, Richardson number (Ri) = 0–1, and Prandtl number (Pr) = 0.7 (air). A finite volume method implemented on the collocated grid arrangement has been employed for numerical computations. Overall drag and lift coefficients are found higher for a tapered body as compared to an expanded body. However, average Nusselt number is greater for the expanded body as compared to the tapered one. With increase in Re at a given Ri, total drag coefficient is found to decrease in steady regime, but it increases in time-periodic regime. On increasing Ri, drag and lift coefficients decrease in the steady regime for both geometries. A correlation expressing the functional relationship of average Nusselt number with Re and Ri for both geometries has been proposed. Critical Re at Ri = 0.5 for the expanded geometry is found to be between Re = 46 and 47, while for the tapered body it exists between Re = 35 and 36. Maximum heat transfer enhancement for the tapered body with respect to the expanded body at Ri = 0, 0.5, and 1 is found to be approximately 26, 24, and 21%, respectively.

The new service management school of thought acknowledges a set of new human resource management (HRM) practices, underpinned by the concept of satisfaction mirror between customers and front-line workers. HRM practices in the cycle of success include careful selection, high-quality training, well-designed support systems, empowerment, teamwork, appropriate measurement, rewards and recognition, and the development of a service culture. The model for achieving cycle of success in interactive service works is known as the high involvement work systems (HIWS). There is some research evidence about the positive influence of high involvement HR practices on effective service delivery. This exploratory study examines the role played by HR practices in maintaining the quality of service delivery, in the context of healthcare services. It specifically studies the administrative factors and HR policies that aid effective service quality and the practices that bring down the quality of care provided in a private sector Indian hospital. This being a relatively new area, an inductive approach was used. The study relied on semi-structured interviews for the purpose of data collection. Along with data collection, core theoretical concepts were identified and tentative linkages were developed between the theoretical core concepts and the data. The findings show that the emphasis is more on supreme hospitality and patient amenities than medical treatment. The healthcare industry is witnessing a significant change. A consultant is no longer the ‘king’; this position has now been taken by the patients. Of late the emphasis is on patient satisfaction in terms of the facilities provided rather than the nature of medical treatment given. This is primarily so for organizations such as this hospital which aim at providing world-class care and for which ‘patient centricity’ is the hallmark. HR specific issues such as standardization of nursing activities, appraisal systems, effective communication channels, and compensation structure, all affect the quality of service provided in a hospital. Similar research can be conducted across other healthcare organizations to replicate and validate the findings regarding the changing scenario in the industry.

Politics is a bane of administrative systems such as performance appraisals. It not only debilitates the system's credibility in the eyes of various stakeholders, but also adversely affects the employees' morale and the organizational effectiveness. While admitting that rooting it out completely is impossible, it is in the organizational interest that it is mitigated to a large extent. In case of performance appraisals, assessees and assessors, both try to influence the assessees� performance rating to advance self-interests. The former typically aims at higher ratings/rewards, and uses informal influence means such as upward connections, ingratiation, etc., to achieve it. The latter may use appraisals to fulfil their vested interests like building in�groups by rewarding certain favoured assessees, and projecting good departmental performance, by manipulating assessees� ratings (inflation or deflation). Some managers consider these actions legitimate because it helps them manage effectively. While these manipulations may fulfil the assessors' short-term goals, it hurts the organization in the long run by compromising performance culture, demoralizing genuine performers, discrediting pay for performance policies, etc. This paper focuses on the assessors' perspective and conceptualizes their perceptions of politics in appraisals (PAPS). We argue that PAPS constitutes the assessors' perception about political behaviours of other stakeholders�reviewers, assessees, and fellow appraisers�and shapes their own perceptions. These perceptions will be influenced by certain contextual factors in which appraisals are conducted. We have focused on four such factors: ambiguity about policies, procedures, performance standards, criteria, etc. assessors' accountability with respect to appraisals assessors' and assessees' instrumentality linked to appraisal organizational support in terms of assessors� training to conduct better appraisals. We argue that these are key variables closely related to many job and organizational characteristics, and thus are fair representation of the appraisal context. In relation to these antecedents, we propose that these reduce assessors� PAPS when: Appraisal process and system ambiguity is low. The assessors are accountable to a neutral authority for following appraisal procedures which enhance rating accuracy; on the other hand, assessors' outcome accountability accentuates politicking. Some of the procedures which enhance accuracy are frequent feedback, 360-degree feedback, assessees' involvement in the process, etc. The assessors are trained to conduct fair appraisals. The assessors' and the assessees' appraisal instrumentality directly affects PAPS as well as moderates the above relations. It is further proposed that PAPS predict the assessors' intentions to pursue certain appraisal goals. It can be rating accuracy if political perceptions are low; and, it can be other political goals, if these perceptions are high. These intentions predict actual assessor actions. This paper contributes to appraisal literature and informs managers about mitigating appraisal politics.