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Oladejo K.A.,Obafemi Awolowo University | Adetan D.A.,Obafemi Awolowo University | Ajayi A.S.,Cole Street | Aderinola O.O.,Gulaksveien 6
International Journal of Engineering Research in Africa | Year: 2017

This study investigated bending stress distribution on involute spur gear tooth profiles with pressure angle of 20° but different modules 2.5, 4.0 and 6.0 mm, using a finite-element-based simulation package-AutoFEA JL Analyzer. The drafting of the geometry for the three gear tooth profiles were implemented on the platform of VB-AutoCAD customized environment, before importing to the package. These were separately subjected to analysis for bending stresses for a point at the tooth fillet region with appropriate settings of material property, load and boundary conditions. With the same settings, the bending stresses were computed analytically using American Gear Manufacturers Association (AGMA) established equation. The results of the two approaches were in good agreement, with maximum relative deviation of 4.38%. This informed the confidence in the implementation of the package to investigate the variation of bending stress within the gear tooth profile. The simulation revealed decrease in the bending stresses at the investigated regions with increase in the module of the involute spur-gear. The study confirms that Finite element simulation of stresses on gear tooth can be obtained accurately and quickly with the AutoFEA JL Analyzer. © 2017 Trans Tech Publications, Switzerland.

Constantz G.,Canaan Valley Institute | Preston R.,Canaan Valley Institute | Preston R.,Cole Street
Southeastern Naturalist | Year: 2015

We conclude this Special Issue by summarizing the 36 papers contributed by 60 authors, and by offering a few recommendations about research and management priorities. This is our personal view; this summary paper has not been peer reviewed nor does it represent the opinions of the conference sponsor.

Property owners are subject to potential environmental liability from a number of sources including strict statutory liability for remediation of contamination on their properties as well as liability for conditions within their buildings. These latent environmental risks are often exposed in the context of a transaction, redevelopment, or change of use. Commonly used due diligence protocols can avoid or mitigate many risks but owners need to be aware of the limitations and pitfalls of due diligence. In many circumstances, environmental insurance should also be considered as part of the overall environmental risk management strategy. © 2014 Copyright Taylor and Francis Group, LLC.

Phelps A.F.,Cole Street
IGLC 2012 - 20th Conference of the International Group for Lean Construction | Year: 2012

As construction projects become increasingly complex, the success of these projects depends increasingly on effective information flow. Based on a three-year ethnographic study of the project team responsible for two capital healthcare projects, this paper presents a model of the interrelation of trust, commitment, learning, and understanding within project teams and how these constructs are vital to effective information flow. This model was developed through analysis of project team behaviors, behavioral trends, and triggers that prompted changes in behavioral trends. The model has implications regarding the competencies required of managers on complex projects, tools and processes that improve information flow, and the importance of information flow planning.

Bostock C.E.,Cole Street
Environmental Claims Journal | Year: 2012

Vapor intrusion guidance is rapidly evolving at both the federal and state level. The United States Environmental Protection Agency (USEPA) is due to issue final federal vapor intrusion guidance later this year. Increased awareness of vapor intrusion and more stringent remedial standards can result in reopening of remediation cases, increased remedial obligations for ongoing cases and a variety of claims, including cleanup and common-law claims. This article describes recent developments in vapor intrusion guidance and regulation, sources of liability arising from vapor intrusion, recent vapor intrusion cases, and recent changes to the ASTM (American Society of Testing and Materials) due diligence guidance. © 2012 Copyright Taylor and Francis Group, LLC.

Extensive holdings of Pristiloma snails in the Oregon State Arthropod Collection were evaluated and reidentified as necessary. The study confirmed the distinctness of Pristiloma crateris from other species and delineated a range in Pacific Northwest National Forests, primarily along the western and eastern slopes of the Cascade Range in Oregon. © 2015 Check List and Authors.

Negro S.E.,Cole Street
Environmental Claims Journal | Year: 2012

Water use, water quality, and land use are distinct areas of law. The Supreme Court blurred these distinctions in Rapanos v. United States, in which the Court struck down an Army Corps of Engineers regulation interpreting the Corps' jurisdiction over "waters of the United States." The plurality aggrandized traditional state land use powers to include water quality regulation. This inflation has led to gaps in water resources protection. Examining what truly constitutes traditional state land use powers is necessary to accurately understand the balance of federal and state power in regulating water resources. © Taylor & Francis Group, LLC.

News Article | March 26, 2012

This is a guest post by Wessel Kooyman. In 2001, Wessel founded Cole Street, a web and mobile development company that specializes in startups. Wessel is also a mentor at DojoBoost, a startup accelerator in Paris. A job interview is a scary thing. A lot hangs in the balance for both parties. The goal should be to thoroughly learn about this person, and see if they are a good fit for the job position, and also for your company, and for your team. Here are four criteria you can use to assess a candidate. People give their best interview when they are not nervous and tense. So we should make every effort to put people at ease. I do this by trying to be friendly (ask people about their weekend/dog/kids) before I start the interview. If you like sports, that’s a great icebreaker too if it’s a guy. Then, start by introducing yourself, your company, and the position the person is applying to. Do this in one or two minutes. I always spend 10-15 minutes before the interview obsessing over the CV, so that I know already what the person is trying to sell. Now, everyone inflates their CV, which is OK. We want to eliminate the big lies. I start with the person’s life timeline. Starting with the beginning of the CV (usually college/university), I ask about the school itself, pretending not to know the school at all. This gives the person an opportunity to relax, because I’m asking the easiest question in the world, which is both easy to answer, and you can’t really lose any points by talking about your school. So I aim to fill the first 10 minutes going through school(s), any jobs, internships, then all the jobs that came after that, all the way up to the present. So in my head, I am establishing a clear picture of this person’s life, while looking for any suspicious gaps. People can have gaps in their CV. They will always try to cover these up. The causes can be very different – from drug abuse, unemployment (especially in France), sickness, laziness, failed relationships. Without trying to pry into their personal lives, try to get an idea of these gaps if you see them. Obviously the drug abuse is a red flag, and ‘I wanted to do nothing for 6 months and collect unemployment benefits’ is probably not a sign of a great work ethic. So after 10 minutes of effortless interviewing (you’re only asking simple questions inside their comfort zone), most people will now be much more relaxed. So now we can move on to the real questions. Also, if by now, the person is not yet relaxed, they won’t ever, so just be prepared to do the rest of the interview while they’re tense. It’s painful, and it hides the person’s real personality, but some people just can’t relax during a job interview. So now we start talking about the actual skills required. If we stick with the PHP / Drupal example, we know from the timeline how much relevant experience there is. Zoom in on the most important/impressive job or project. Start asking details: What version of Drupal was used? (Research this beforehand, if you need to). How big was the team? Who managed the team? Was the site in production? How many users used it? What was the hosting situation? How was source control handled? Which bugtracker did you use? Were there any major problems? What were they? How were they resolved? As you can tell, these questions are a lot tougher, and you will now either see the person warm up because he’s excited to be talking about something real and technical, or he’ll get intimidated because he now has to deliver and he overpromised. So if the person gets too intimated, back off. Change the subject to another project, ask less detailed questions, and try to get the person back into their comfort zone. If the person smiles and excitedly starts telling you all the details you asked for and more, then keep asking obviously! See how far you can go. Also, tech people often have big egos. First of all, if you have one yourself, take a deep breath and let go of it. You’re not there to impress the person with your awesome skills. You’ll just sound like an arrogant prick that no one wants to work for. So don’t get locked into a battle of who-knows-more. The second thing is, does the person have a big ego? If so, you have to decide if you can live with it. Some of the best developers are the bragging type, so you may not have any choice if you need a big talent. But there are also talented developers that don’t feel the need to show it off at every occasion. Get a feel for this person’s ego size now. Also, if your team already has a big ego developer, adding a second one can cause massive trouble. So by now you have a clearer picture of this person’s skills and past experience. By now you also have a clearer picture of this person’s communication skills. Did the person look you in the eyes while talking? Fiddling nervously? Any weird tics? Badly dressed? Body language that reveals weird things? If you have doubts, ask some questions about how the person feels about meetings, about talking to clients, etc. Also, spend a little bit of time asking about their workplace preferences. Open space or private office? Any specific wishes? Some people go nuts about getting free drinks and food, so see if there’s anything that may really want. If it’s a good idea (‘unlimited free fruit for all employees’), you may want to implement it regardless of if you hire this person. Now it’s time to sell yourself as an employer. (If the person is really awful and you’re sure you’ll never hire him, skip this part, of course.) Talk about your training program, talk about the great workstation they will work on (developers go nuts for multiple screens), talk about your flexible hours, the awesomeness of your technology, etc. In countries like Romania you can talk about the quality of the health insurance you are offering. In France, the bizarre system of ‘tickets restaurant’ is a must-have for an employer. Finally, if the person has domain knowledge (he’s a stamp collector or has built eBay), ask the person about that. Someone that’s REALLY excited about your domain can be incredibly helpful. I like interviews to last 45 minutes at the most, because it’s exhausting for both parties, and I usually interview at least 4-5 people for any position. The person is probably also doing a bunch of interviews, so don’t waste each other’s time! If you’ve covered everything in 20 minutes, don’t draw it out just for the sake of filling time. Also, if the person is interviewed by more than one person in your organization, you don’t want to exhaust them so they will suck at their next one. I also usually coordinate with colleagues that also interview to prevent too much overlap. When you finish the interview, resist the urge to provide immediate feedback. Simply thank them for their time, and say you will get back to them later in the week.  After an interview I always immediately write down my impressions, categorized by the four areas (skill, experience, domain knowledge, communication skills).  It’s important to write down, because if you interview 4 people, you will confuse them at some point. So spend 5 minutes documenting your thoughts. Always assess candidates based off of four criteria: relevant skills, releveant experience, domain knowledge, and communciation sills. Before the interview, memorize the CV, look for weaknesses, and see what holds up in the interview. Before drilling down on the important stuff, make sure the candidate is comfortable so you get to see the best of them – though some people are always nervous. Once you’ve assessed their communication skills and their character, jot down quick notes: grade them on the four criteria, so that you can compare later between other candidates, and make a note of any obvious conflicts with the team or the position. This is the first in a four part series of articles about the recruitment process with developer positions. Feel free to follow up with the rest of the series:

News Article | November 10, 2011

This past weekend I stopped by ESCP Europe to see how their Social Edition of Startup Weekend Paris was going. I got invited to be a Jury Member for the teams, but I stopped by first to listen to Gawad Kalinga founder Tony Meloto about GK’s vision, accomplishments and mindset. For those unfamiliar with GK (like me, before Saturday), GK is a social company in the Philippines working to bring the country out of poverty by 2024. For Entrepreneurs not often involved in the realm of “Social Entrepreneurship,” the term might easily be confused with startups working with/around/on top of Social Networks. While the definition is vague, a social startup is generally accepted to be a startup whose primary goal is to affect social change, or “an alteration in the social order of a society.” They actually are disrupting the Status Quo. “Tito Tony” talked about how GK has taken the over 170,000 hectares of unused farm land in the Phillipines and turned villages full of unemployed drunkards (his words, not mine) and given them jobs paying above minimum wage. He pointed out that, while Belgium is known for their world-class chocolate, they import their cocoa from the Philippines, and so why can’t the Philippines just create their own chocolate? Well. Now they do. In addition, they also use grow plants and harvest oils from trees native to The Philippines for 100% natural facial products – oh, and it doesn’t cause cancer, like other leading products used in The Philippines. With Tony’s words in mind, I came back Sunday to be on the Jury Panel for the Startup Weekend pitches. While the three winners were voted by consensus in the panel of 8 jurors, including Cole Street‘s Wessel Kooyman, I have the pleasure of NOT consulting 7 other people as I tell you MY top 3 winners for SWParis -Social Edition:

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