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Peak demand management does not necessarily decrease total energy consumption, but could be expected to reduce the need for investments in networks and/or power plants for meeting peak demands. An example is the use of energy storage units to store energy during off-peak hours and discharge them during peak hours.
Unlike a demand planner who focuses on long-term order management, [6] the demand controller is responsible for short-term order management, focusing specifically when demand exceeds supply or demand appears to be less than planned, and engages sales management in both situations. The demand controller works across multiple functions involved ...
This philosophy of managing demand accepts that meeting unfettered demand for travel is impractical and that therefore the system needs to be managed. That demand for travel needs to be managed by: Expanding the supply and availability of (more sustainable) alternatives; Controlling demand for the use unsustainable modes;
E. F. Schumacher challenges the prevailing economic assumption that fulfilling demand is the purpose of economic activity, offering a framework of what he calls "Buddhist economics" in which wise demands, fulfilling genuine human needs, are distinguished from unwise demands, arising from the five intellectual impairments recognized by Buddhism ...
A needs assessment is a systematic process for determining and addressing needs, or "gaps", between current conditions, and desired conditions, or "wants". [1]Needs assessments can help improve policy or program decisions, individuals, education, training, organizations, communities, or products.
In many applications demand management is also increasingly about reducing or moderating demand (e.g. water, energy, acute clinical health services, etc.). In energy demand management, for example, the offer of cheaper off-peak energy tariffs is a common method for shifting energy demand away from peak periods and towards periods when there is ...
Evidence for the dual process: a number of studies have supported the dual pathways to employee well being proposed by the JD-R model. It has been shown that the model can predict important organizational outcomes (e.g. [9] [10] [3] Taken together, research findings support the JD-R model's claim that job demands and job resources initiate two different psychological processes, which ...
It was created by John R. Costanza, an executive with operations management experience at Hewlett Packard and Johnson & Johnson. [1] Costanza, who was later nominated as a Nobel Laureate in Economics for Working Capital Management, founded the John Costanza Institute of Technology in Englewood, CO in 1984 to provide consulting and education services for manufacturers to implement the methodology.