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In essence, these statements concur, However, management predominantly controls the organisation's communication environment (5), Consequently, the participation by employees in safety is greatly influenced by the quality of upward communication, (See section on authority for discussion on two way communica-ò tionò) Emotional survival contributes to the communications and it is said to occur as follows: -- We. aU tend to move towaAA 6.itw tLon,s which aid the achievement oj5 owc goa o and way {y/wm ones which testh ict achievement." Consequently, although the work force are prepared to contribute, they will not make the effort for long if management does not respond in deed. The Robers report includes the following statement; "Satiety and heat h at wank is a matte o6 e66ic,ient management. But it .L not a management pn.enogative. Wank people muht be encouAagad to pattiaipate úu.Uy in the making and movutoni:ng ob a/vua.ngements ban .6aJety and heath, at their. pace ofj wonk.t'(3) Attitudes dominate within this region. Emotional surviv- al is paramount. Management is the catalyst. They dominate the communication channels. Participation does not exist without two way communications and positive responses by those involved, Fault Doctrine. Eliminate faulty human behaviour. This concept lives with us as the predominant prior- ity of many safety programs. The concept is a drain on limited resources., Remember, malaria. At one stage this disease was believed to be caused by the mat or bad air emanating from persons whose profaneness or impious behaviour incurred such reprisal. Today, such a concept of malaria seems so ridiculous, (9)

Jan 1, 1979

By Bethany Witter

In the past decades, a technological explosion has caused generational shifts. First, millennials experienced a technological shift to computers and cellphones. Next, Generation Z experienced a shift to smart phones and social media. These two generations are immersed in technology and are accustomed to constant connectivity. How do the extractive and construction industries gain the interest of younger generations and integrate them into the industry? The Virginia Tech Student Chapter of the International Society of Explosives Engineers handled this same issue with its recruitment efforts and event planning from 2017-2019. The first critical component of integrating Generation Z college students into the extractive industries is clear and frequent communication via email. Next, Generation Z often values the motivation behind work when choosing a career, so advertising technological advancements, benefits, and ways people can contribute to improving the industry also helps attract young generations. Similarly, advertising opportunities for people to work outside with their hands, travel, and secure stable careers can attract students. At Virginia Tech, the most effective way to attract and maintain the interest of students in extractive industries is to put the students in the field. Field trips to mines and factories experienced the most stable attendance and highest survey reviews of all other chapter events. Guest presentations from industry professionals were often well attended, but attendance tapered off as the academic year progressed and students grew busier. Periodic trips throughout the year maintained student engagement and often supplemented their curriculum. The student chapter was relatively successful in attracting students, but it struggled to maintain attendance levels in the latter portion of the academic year. In the future, the industry can increase its recruitment of Generation Z and Millennials into the workforce by working more closely with university programs to provide resources and opportunities for hands-on experiences for students.

By Bethany Witter, Dyno Nobel

In the past decades, a technological explosion has caused generational shifts. First, millennials experienced a technological shift to computers and cellphones. Next, Generation Z experienced a shift to smart phones and social media. These two generations are immersed in technology and are accustomed to constant connectivity. How do the extractive and construction industries gain the interest of younger generations and integrate them into the industry?

Feb 1, 2020

By D. Magoon

The metals industry has enjoyed a resurgence in prices and demand for its commodities during the global surge in economic activity that began in 2005. This success has brought with it an unprecedented demand for professionals in all sectors of our economy. Nowhere is that more true than in the mining and metallurgy sectors. However, this welcome improvement follows on the heels of almost two decades of challenging markets for the mining and metallurgy. Our sector's protracted economic slump created a paucity of demand for professionals that had several consequences. Our industry came to be viewed as a low ?tech, uninteresting place to work. Low demand for professionals encouraged students to seek other career options. Reduced demand for graduates, coupled with diminished program funding by our sector, resulted in dramatic shrinkage in university mining and metallurgy programs. This paper explores the lessons to be learned from our recent economic history and discusses some strategies for addressing our image issue. Attracting and retaining good employees is also strongly influenced by a company's reputation and record as a good employer. This reality is very well illustrated by the findings of an international survey undertaken by Towers Perrin in 2005 of 86,000 employees of mid-sized and large companies in 16 countries. The key findings related to attracting and retaining employees are presented. These findings are also discussed in the context of their specific applicability to the mining and metallurgy industry.

Jan 1, 2007

By Willard C. Lacy

INTRODUCTION A program to insure adequate talent for development and management of our mineral resources entails two equally important and interrelated aspects: 1) attracting and retaining promising student talent, and 2) providing a first-rate education for those entering careers in mineral science and engineering. Manpower shortages have eased in many areas of engineering, particularly in those areas dependent directly or indirectly upon government contracts in space and war programs. However, in the minerals industry the needs still remain critical. As increasing concern over preservation of the environment has developed, the political and social reaction was to seek out major offenders, to look for "whipping boys" -- and the mineral industry was, and had been, an offender. It was there for everyone to take pictures, it couldn't be covered up, and the Department of the Interior lashed away in the beautiful and popular brochures: Quest for Quality, The Third Wave, The Population Challenge, and Surface Mining and Our Environment (Ravaged Land). The Sierra Club, the Field and Stream magazine, TV, and daily news media added their lashes. In the minds of our social-conscious youth the mineral industry took on the image of "exploiters" of natural resources; "polluters" of streams, lakes, and the atmosphere; "despoilers" of wilderness areas and scenic beauty -- a plague to combat, rather than an exciting challenge that entailed exploration of the remote, conquering of the primitive, and developing of the undeveloped. Enrollments declined and many traditional mineral engineering curricula were abolished or Integrated into other stronger engineering departments to meet student-faculty ratio requirements.

Jan 1, 1971

By Susan W. Campbell, Bruce Regensburg

"The CIM Careers Task Force has addressed industry's concern of a perceived shortage of skilled personnel over the coming decade. The industry is faced with a fundamental shift by young Canadians away from scientific and engineering careers, coupled with the fact that today 's students know little about the minerals industry and have a poor image of it.The responses to two questionnaires which were distributed to CIM members, government, professional associations, and educational institutions, formed the backbone of the Task Force position paper, which presents a shopping list of ideas and initiatives for consideration and to facilitation by the various organizations concerned.Tackling the image of the minerals industry is part of the answer to the careers crisis. On the positive side, the minerals industry provides the allure of a treasure hunt for young people and is seen as a significant contributor to the economy. It is understood to be well paying, provide good opportunities for advancement, individualism, and travel, and to be rich in esprit de corps. Enhancement of these positive aspects of the image can take place at all student age levels.Numerous initiatives tackle the negative aspects of the image. Young people perceive the industry to be environmentally damaging, which is the most crucial aspect that needs to be addressed. The industry is seen as still in the pick-and-shovel days and as a sunset industry that is running out of ore. Work in the minerals industry is perceived as dangerous and lacking glamour. And finally, the perceived remoteness of operations and exploration is seen as a drawback to a largely urbanized student group.Tackling young peoples' curiosity and interest in the minerals industry throughout grade school and encouraging postsecondary science and engineering students to enter the minerals industry by ensuring summer employment is the second part of the equation.The CIM Careers Task Force position paper develops strategy to attract and maintain interest of students in grade school, junior high, senior high school, and in post-secondary levels. The strategy outlines initiatives targetted at each of the educational levels and action plans to accomplish the objectives."

Jan 1, 1993

Jan 1, 2004

By B Johansson

The mining industry needs to recruit young talented people. An important task therefore, is to create future attractive mining workplaces that engage and motivate young people to work within the industry. Our intention with this article is to illustrate a possible way forward for the mining industry to form such workplaces. We discuss different aspects of an attractive workplace and summarise our findings in a specification of basic demands dealing with safety, physical and psycho-social work environments and social responsibilities.

Nov 22, 2011

By J Johansson, B Johansson

The mining industry needs to attract and recruit young talented people. An important task is, therefore, to create an attractive mining workplace that engages with, and motivates youngsters who are not particularly interested in working in the industry. This paper aims to illustrate a way forward for the mining industry to form healthy and safe workplaces honouring key components such as knowledge, skill, co-operation, continual development and acceptance of diversity. This is a way to create a vision of healthy and safe mining work. The mining industry must work towards zero vision; a future without accidents and hazardous environments. In this paper the authors discuss different aspects of an ‘attractive workplace’ and summarises lessons learnt in 26 statements dealing with safety, both physical and social work environments, and social responsibility. The authors hope these recommendations will provide some guidance for how attractive workplaces should be designed for future deep mining.The paper is based on lessons from two large European projects, a Swedish-Polish project: The Smart Mine of the Future; and a European Union project: Sustainable Intelligent Mining Systems (SIMS). One of the authors was the WP leader of health and safety in both projects.CITATION:Johansson, J and Johansson, B, 2017. Attractive workplaces in future underground mining, in Proceedings 13th AusIMM Underground Operators’ Conference 2017, pp 99–102 (The Australasian Institute of Mining and Metallurgy: Melbourne).

Oct 16, 2017

By E. G. Davis, G. V. Sullivan, J. P. Hansen

As part of its overall goal to maintain an adequate supply of minerals to meet national economic and strategic needs, the Bureau of Mines, U.S. Department of the Interior, investigated the feasibility of producing subsieve-size material by an attrition grinding method. The Bureau-patented technique employed intense agitation of a mixture of the material to be ground, a granular grinding media, and a suspending fluid. A variety of materials were successfully ground to extremely fine particle sizes. Studies were made to determine the method's efficiency in grinding industrial minerals and metals to minus 2 micrometers and ceramic powders to an average particle size of 500 angstroms. Transfer of this technology to a commercial scale has been achieved. Commercial-scale units are currently being used in the paper-coating clay and titania pigment industries.

Jan 1, 1980

By Robert F. Conley

This paper describes attrition milling as exemplified in rotary and vibratory mills for ultrafine grin¬ding application Without attempting to narrate the differences between various devices, generalized differences between the broad categories of rotary and vibratory milling are presented and compared with the ball mill Applications of these mills for coal, limestone, kaolin, mica, talc and iron oxides are described giving specific differences of the mineral properties that affect their behavior in the grinding mills Where applicable, specific recommendations are provided for ultrafine grinding of various industrial minerals

Jan 1, 1983

By Robert F. Conley

Attrition milling, once employed exclusively for the dispersion of pigments, has in recent years found a host of new applications in the area of mineral processing and mineral-pigment production. Broadly categorized, attrition milling is divided into two classes, as defined by the machinery's function, vibratory milling and rotational milling. Each mill type has been defined as a variation on ball milling and the terms, "vibratory ball mill" and stirred ball mill" appear in the literature. The primary design differences between attrition and ball mills are: (1) a stationary canister (or shell) (2) smaller grinding media (3) grinder energy is motor limited rather than gravity limited (4) strong media/feed size dependance.

Jan 1, 1983

By W Baguley

Attritioning has been a method of improving mineral extraction for over 60 years, however it is only recently that an understanding of the mechanism employed and the improvement in efficiency that have been achieved.The paper will discuss these improvements and how to overcome the problems that have been raised. At present there is a dearth of information on the correct design and operation of these machines.The paper will address these issues as well as fluid on the Zeta potential, micro shear, retention residence time and pilot plant operation.A study on the hydrodynamics of attritioner operation has been identified and will be discussed.Surface chemistry, clean lines of attrition material and the treatment of fines significant advances in the understanding of attritioning highlighted.CITATION:Baguley, W, 2013. Attrition scrubbers, in Proceedings MetPlant 2013 , pp 229-246 (The Australasian Institute of Mining and Metallurgy: Melbourne).

Jul 15, 2013

By Richard D. Nichols

A new method of slaking lime has been developed by DENVER EQUIPMENT DIVISION of Joy Industrial Equipment Company and patented under U. S. Patent 4,261,953. The new method utilizes an attrition machine, commonly used in mineral processing circuits as a sand scrubbing device, to slake lime. The scrubbing effect of the attrition slaker continuously produces a fresh reactive surface so that further slaking may occur. This process allows for utilization of slaking all grades of burnt lime and most grades of dolomite lime. Testing indicates that poor grades of water usually not considered for this service can now be tolerated using the attrition slaker. The slaked lime produced is of higher quality, faster reacting and much less apt to produce scaling problems than previously experienced. The attrition slaker can be combined with a spiral classifier and ball mill to eliminate any need for grit handling or grit removal. The attrition slaker can be designed for all burnt lime tonnages up to the limit of 175 tph and 1" pebble lime size. Control can be maintained easily with minimal operator assistance. The equipment, the principals of process metallurgy, and the above topics will be presented.

Jan 1, 1982

By O S. Maluleke

In some deposits valuable heavy mineral quality is poor due to increased mineral surface coatings from higher slimes and more competent sand orebodies. Mineral surface coating can include silica or aluminium rich clay minerals and iron based minerals that render the final product quality off-specification, in this case specifically ilmenite and zircon. Conventional physical beneficiation processes such as magnetic separation, electrostatic separation and gravity separation are not able to remove these surface coatings. Surface dependent separation techniques such as electrostatic separators are affected by these coatings which hinders the rejection of non-valuable mineral from product. Attrition scrubbing is the most commonly used technique to reduce surface coatings, using mechanically induced particle to particle interaction, abrasion and shearing.In many cases it is a challenge to measure the surface removal efficiency of these scrubbing units. Elemental analysis techniques (ie X-ray flourescence) (XRF) in a multi mineral environment are unable to measure surface impurity reduction with enough precision. Mineralogical analysis (in this case Qemscan®) has constraints in terms of sample preparation with highly coated particles being plucked out during block polishing. This paper suggests a combination of laboratory separation techniques coupled with elemental analysis to evaluate the surface removal efficiency. Three different types of feed materials were used to analyse the efficiency of surface removal using production attritioner scrubbers. This approach relates the downstream beneficiation plant’s expected performance with that of the attrition scrubber’s scrubbing efficiency.

Oct 5, 2011

By Antônio Carlos Simões de Santana Filho

Entre os anos de 2012 e 2014 a CSN adotou uma série de ações para ajustar o balanço hídrico da Usina Presidente Vargas (UPV), localizada na cidade de Volta Redonda no estado do Rio de Janeiro. Tais ações possuíam o objetivo de alcançar um fluxo hídrico mais ajustado e equilibrado em relação aos seus processos produtivos, consequentemente favorecendo na identificação de novas oportunidades de redução de captação de água do rio Paraíba do Sul e principalmente na melhor quantificação no consumo de água nos processos produtivos da companhia. A quantificação detalhada, atualizada e mais precisa do balanço hídrico da empresa favoreceu uma série de ganhos operacionais, possibilitando uma comparação mais assertiva com outras empresas do ramo siderúrgico, além de alavancar diversos indicadores ambientais da CSN.

Aug 17, 2017

By Lucas Batista de Almeida

Durante o processo de redução das cargas ferrosas em altos-fornos, observa-se a formação de uma região responsável por cerca de 70% da perda de carga do alto-forno, denominada zona coesiva ou zona de amolecimento e fusão, estruturada com camadas alternadas de coque metalúrgico e óxidos ferrosos pastosos e impermeáveis. Foram desenvolvidos ensaios para determinar as propriedades a altas temperaturas das cargas ferrosas, pela sua majoritária influência nas características da zona coesiva. Esse trabalho apresenta os parâmetros de ensaio e os equipamentos envolvidos e a metodologia de atualização de um equipamento para a avaliação das características de amolecimento e fusão das cargas ferrosas. Foram analisados ensaios de validação em diferentes amostras objetivando verificar a padronização, reprodutividade e repetibilidade do ensaio de amolecimento e fusão.

Oct 30, 2017

By Alexandre Rizek Schultz

Esse projeto visou à substituição do sistema de controle instalado no laminador de barras e fio-máquina, por um novo e moderno sistema de controle. Este novo sistema irá controlar o laminador de barras e de rolos instalado na Usina da Vetorial, no Paraguay. Juntamente com a atualização do sistema de controle, a RUSSULA irá substituir os antigos e descontinuados conversores de corrente contínua VERITRON, fornecendo kit’s de digitalização e aproveitando os tiristores antigos, porem confiáveis. Na cabine central serão instaladas ferramentas para facilitar a operação do laminador e equipamentos, com novas telas de operação, sistema de aquisição de dados de alta velocidade, sistema de gerenciamento de intertravamentos, dentre outros. O PLC existente, um BBC Procontic, será inteiramente substituído por novos S7-1500, nova linha de PLC’s Siemens. O novo sistema irá possibilitar aumento de produtividade, diminuição de paradas, diminuição de perdas metálicas e maior confiabilidade no controle.

Oct 30, 2017

By Alcides José de Lucena Silva

Tudo parece ir bem com o sistema de automação antigo, mas sabe-se que conforme o tempo passa, uma falha neste sistema pode acontecer e/ou uma falta de sobressalente por obsolescencia. Modernizando o, conseguimos realizar a migração de forma escalonada, administrando tempos e orçamentos, inclusive aproveitando parte da arquitetura existente. O trabalho em questão irá demostrar o desenvolvimento da migração do sistema de automação do Alto-forno#3, incluindo troca de controladores, segregação das redes de automação e substituição dos supervisórios, aumentando a capacidade do sistema e tornando o mais robusto e confiavel para manter um dos principais ativos da CSN funcionando atualizado até o fim da sua vida util.

Aug 17, 2017

By Paulo César Pontelo

Buscando atender seus clientes com soluções inovadoras no campo do tratamento de metais líquidos, a Sidertec efetuou a atualização tecnológica do sistema de dessulfuração primária de uma grande usina integrada brasileira trazendo o seu sistema antes obsoleto para o estado da arte em dessulfuração e ainda substituindo o dessulfurante a base de CaC2 anteriormente utilizado por PureSteel®; tendo como benefícios a otimização do processo, redução de custo de 61% e melhora na condição de segurança operacional pela retirada de produto perigoso do processo da usina. Esta implementação utilizou o Know How Sidertec e se baseou na metodologia de estudo do problema, aprofundamento de engenharia das possíveis soluções e realização do revamping proposto.

Aug 17, 2017