Friction compensation controller for load varying machine tool feed drive

The load applied to a machine tool feed drive changes during the machining process as material is removed. This load change alters the Coulomb friction of the feed drive. Because Coulomb friction accounts for a large part of the total friction the friction compensation control accuracy of the feed drives is limited if this nonlinear change in the applied load is not considered. This paper presents a new friction compensation method that estimates the machine tool load in real time and considers its effect on friction characteristics. A friction observer based on a Kalman filter with load estimation is proposed for friction compensation control considering the applied load change. A specially designed feed drive testbed that enables the applied load to be modified easily was constructed for experimental verification. Control performance and friction estimation accuracy are demonstrated experimentally using the testbed.     

论精神损害的国家赔偿责任

国家的侵权行为造成相对人的精神损害应当承担赔偿责任是当今世界国家赔偿制度的发展潮流与趋势.确立精神损害的国家赔偿责任对社会公平正义的实现、人权的保护及促使国家公职人员依法行使职权具有重大的意义,因而应在基于我国国情的基础上,构建我国的精神损害国家赔偿制度.     

带限信号高频重建的一种新的正则外推算法

本文提出生种新的带限信号的外推方法，该方法能够很好地抑制噪声干扰，且计算复杂性较低，本文给出算法，证明了收敛性，最后给出了误差计算机实验结果。     

工艺系统刚度产生的误差原理与分析

根据对工艺系统受力变形的分析 ,阐述了工艺系统刚度对零件加工精度的影响 ,并简要提出了提高工艺系统刚度的办法     

An automatic torque ripple compensation system for direct drive motors

A serious problem in motion control is the occurrence of torque ripple. Since a direct drive (DD) motor with a magnet rotor uses a rare-earth magnet, the torque ripple is more serious than that of conventional servomotors. This paper presents an auto-compensation of torque ripple using a software-implemented torque observer. The frequency and amplitude of torque ripple can be obtained in the controller by using the estimated torque from an observer, and the autonomous generation of a compensating current component for a torque ripple is possible. The proposed algorithm has been verified by experiments.     

A practical minimum distance method for syntax error handling

We present a method for recovering from syntax errors encountered during parsing. The method provides a form of minimum distance repair, has linear time complexity, and is completely automatic. A formal method is presented for evaluating the performance of error recovery methods, based on global minimum-distance error correction. The minimum-distance error recovery method achieves a theoretically best performance on 80% of Pascal programs in the weighted Ripley-Druseikis collection. Comparisons of performance with other error recovery methods are given.     

钻井平台电站无功功率动态补偿技术的应用

论述了海洋钻井平台的功率因数及改善功率因数的重要意义和必要性，对实时无功功率动态补偿装置作了介绍，并对实施功率补偿后取得的效果和经济测算作了分析，提出了提高功率因数，进行功率补偿的推广应用建议。     

G.652光纤长途传输系统的色散补偿

针对当前国内长途传输光缆系统在扩容过程中，因光信号色散而影响传输质量的现象，结合实际工程建设，分析了光信号色散的危害及其成因，并提出了相应的解决办法及建议。     

A geometry-based error estimation for cross-ratios

For choosing specific cross-ratios as 2D projective coordinates in various computer vision applications, a reasonable error analysis model is usually required. This investigation adopts the assumption of normal distribution for positioning errors of point features in an image to formulate the error variances of cross-ratios. Based on a geometry-based error analysis, a straightforward way of identifying the cross-ratios with minimum error variances is proposed. Simulation results show that the proposed approach, as well as a further simplified alternative, yield much better estimations of minimum error variances in terms of accuracy, cost, and stability compared with some other methods, e.g., the one based on the rule given by Georis et al. (IEEE Trans. Pattern Anal. Mach. Intell. 20 (4) (1998) 366). Some causes of the performance differences in the estimations are explained using a special configuration of point features.     

Does whom you work with matter? Effects of referent group gender and age composition on managers' compensation.

Much research has examined gender and age effects on compensation, concluding that a wage gap exists favoring men and negative stereotypes against older workers persist. Although the effect of an employee's gender or age has been widely studied, little work has examined the impact of the demographic characteristics of a focal employee's immediate referent groups (e.g., subordinates, peers, or supervisors) on pay. The effect of the gender and age composition of a focal manager's subordinates, peers, and supervisor on the manager's compensation levels was investigated in a sample of 2,178 managers across a wide range of organizations and functional areas. After controlling for a number of human capital variables, results indicated that not only does a wage gap favoring men exist, but also managerial pay is lower when managers' referent groups are largely female, when subordinates are outside the prime age group, and when peers and supervisors are younger. (PsycINFO Database Record (c) 2010 APA, all rights reserved)