• Journal of the Korean Society for Aeronautical & Space Sciences
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• v.49 no.5
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• pp.383-388
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• 2021

Air-breathing engines used in aircraft have a performance limit as the altitude increases, and this determines the service and absolute ceiling altitude. The method of maintaining altitude and speed in a fixed-wing aircraft in level flight using classical control method is generally using thrust for speed increase/deceleration and pitch attitude for altitude increase/decrease. If this method is used near the service ceiling altitude, increasing the pitch to reduce the altitude error results in a speed reduction. Therefore, it is necessary to use a control method that maintains the speed first using the pitch attitude. Especially in the case of unmanned aerial vehicles, these two methods should be automatically available at the right time. In this paper, we propose a method of switching the speed and altitude maintenance algorithm near service ceiling altitude.

• 한국사회정책
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• v.23 no.2
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• pp.49-81
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• 2016

This study agrees with the idea that a situation centered perspective provides a useful contribution in understanding women's attitude on organizations. Women's occupational experiences are less related to their "femaleness" than to the structural constraints inherent in the occupational positions women fill. So characteristics of the organizational situation including gender composition and hierarchical status may "shape and define" women's experience on the job. The present study examined the managerial level's gender gap and "glass ceiling" of the corporation. According to Kanter, if the ratio of women to men in organizations begins to shift, as affirmative action and new hiring and promotion policies promised, forms of relationships and corporate culture should also change. However, the mere presence of women on workplace may not, in itself, result in women-friendly work condition. This study analyzes "Korean Women Manger Panel survey(2010 3rd. wave)" to examine how much gender gap of the managerial level persists and when the glass ceiling effect emerges. Using t-test and ANOVA, various aspects of the gender gap within managerial level were verified. The most significant finding is the glass ceiling effect starts from very low level of management. Policy implications from the statistical analysis of the Panel survey are: 1) We need to increase the absolute number of the women managers for securing middle level women leadership pipe line. 2) We need to confront the fact that the glass ceiling starts from the very low managerial level, and to explore more realistic way to break up the vicious circle for the tokenism. and 3) We need to looking beyond numbers in approaching women's matter at work. At the cultural and institutional level, work-family programs and policies, women's ratings of their competence, and family-friendly organization's climate should be considered.