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This dissertation examines the suitability of Computational Fluid Dynamics (CFD) modelling for the production of realistic flowfields and temperature fields within a series of vortex combustion chambers of differing geometries and operating under various conditions. Initial validation of the CFD predictions was obtained through modelling of a series of isothermal vortex chambers for which a comprehensive set of experimental data was available. It was observed that CFD did indeed produce representative flowfield predictions for chambers of various geometries and operating conditions. A vortex unit used for the incineration of sewage sludge (US Navy Waste Incinerator) was subsequently investigated, and it was shown that due to the high moisture content of the waste material used, temperature profiles obtained with a modified coal combustion model were similar to those obtained with a more straightforward and computationally less expensive spray drier model. Results from both models were similar to experimentally observed conditions. However, comprehensive validation was not possible. In order that full validation could be provided for a CFD model of a vortex combustion unit, a model was developed of a commercial thermal oxidiser used for the incineration of liquid and gaseous wastes. CFD temperature predictions for the BASF Thermal Oxidiser were validated by a series of experimental measurements obtained from the operating unit. In general, it was found that the Reynolds Stress Model for turbulence produced the most representative velocity flowfields, with the less computationally demanding k-e model being applicable only under certain limited circumstances. Furthermore, insufficient grid refinement resulted in significantly distorted velocity profiles.

The thesis examines three Departments of the British Home Civil Service from 1919 to 1946: the Home Office, the Ministry of Labour and the Treasury Establishment Division. The study investigates the contrasting needs, in establishment terms, of an old "Secretary of State" department the Home Office, performing a largely regulatory role, with a new department the Ministry of Labour performing an administrative role, and the relationship of both over establishment matters with the Treasury. The study assesses the roles of individual Administrative Class civil servants in the three departments from the rank of Principal to Permanent Secretary: with particular reference to the relationships existing between the Permanent Secretaries of the two departments and the Permanent Secretaries of the Treasury and their Controllers of Establishments. This is followed by an assessment of the work of the Treasury Establishment Division during the first 14 years of its existence from 1919 to 1933, comparing the work of the Standing Committee of Establishment Officers with the Home Office and Ministry of Labour reorganisation of their administrative staff during the same period. This is followed by an assessment made from examining the years of growth in the two Departments from 1933 to 1939 and the relationship of the Home Office and the Ministry of Labour with a reorganised Treasury Establishment Division. The study finishes with the examination of the changing needs of the two Departments during the war years from 1939 to 1945: with their extended roles when the Home Office took on administrative as well as regulatory roles in contrast to the Ministry of Labour (and National Service after September 1939) taking on regulatory as well as administrative roles. The role of the Treasury Establishment Division after the retirement of Warren Fisher in 1939 is measured against the impact that wartime staffing needs brought to the Division. The thesis concludes, first, that the restraints of the Treasury Establishment Division on establishment matters did not differ greatly over the claims made by the two Departments, despite their different historical backgrounds in the Home Civil Service, and their contrasting roles. Second, the effect of these restraints would have had a greater, and possibly harmful, impact in 1939 had the Home Office not quickly changed its incestuous establishment policy and adopted the Fisher concept (originally formulated in 1919) for the interchange of Administrative Class civil servants between departments; whilst, in contrast, the Ministry of Labour was able to adapt its pre-war administrative role to meet the requirements of its extended wartime role. Third, that the personality, style and political attitudes of the individual Permanent Secretaries had small effect on the success (or otherwise) of their dealing with the Treasury Establishment Division. This final conclusion is drawn from the effects of Ministerial intervention on establishment matters concerning individual Administrative Class civil servants.

The Dissertation compares characteristics, attitudes and perceptions of samples of young persons (Y.P.'S) in training for skilled work (designated Apprentices) and of TOPS Trainees, matched as far as possible in occupational goals. Attitudes and practices of Employers, Teachers, Instructors, Trade Union Officials and Employers' Organisations concerning recruitment and training for skills, and to related issues, are surveyed using data from questionnaires and interviews. "Success scores" are calculated for each Apprentice, and variables affecting the score are examined for significance. The Coventry Apprentice resembles earlier examples and is more motivated, ambitious, self-confident and educated than the average Trainee, whose competence is poorly valued by employers except in non-manual skills. Selection strategies prior to apprenticeship are unsophisticated. The smaller firm is characteristic of Coventry but large firms provide most training, typically job-specific and limited to basic qualifications. Employers are conservative, cautious, insufficiently knowledgeable about Trainees and less sympathetic to Y.P.'s than local Union leadership, which is attitudinally pragmatic, non-interventionist and "traditional". Further Education Teachers are efficient, demand-responsive and esteemed, but are less confident and sensitive than many Instructors. The market achieves equilibrium mainly between availability on the Supply side and short-term considerations based on profitability on the Demand side. Success in Apprenticeship is measurable using relatively objective criteria of Performance on and off the job, Job History and Character/Work Orientation, comprising scores for Ambition, Motivation and Job-satisfaction, or by the subjective criterion of Potential. These criteria can be used singly or together, preferably combining the objective and subjective. Sex, age and year of recruitment have little Influence on Success, unlike systematic training, character traits and the degree of support from the employer. Size of firm has more influence on attitudes, strategies and results than has sectoral activity. Relatively small changes in recruitment and training methods would make the Coventry skilled labour market Immediately more effective, but reform depends on overcoming deeply entrenched opinions.