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COMSOL finite element software

Sticking – undesired adhesion of powders to metal surfaces during compaction

Adhesion of powders to metal surfaces during compaction (referred to as “sticking”) is a significant problem in powder pressing sectors including pharmaceuticals, food, detergents, batteries etc. Sticking is difficult to predict in early stage of product formulation and process development and usually manifests during full production scale where high productivity machines such as rotary tablet presses are used. The remedy consists of stopping production, remove, clean, reassemble tooling and continue processing until the material builds up on the tooling surfaces again.

We will use COMSOL finite element software in order to carry out a thermo-mechanical analysis of the powder-tool interface in order to provide insight into sticking mechanisms and help identifying material characterisation requirements. Sticking is a problem inherent to compaction, thus detailed knowledge of stress and deformation is necessary between tooling and particles as well as bulk level. This is a 100% numerical modelling project.

Sticking can also be understood as a balance between material deposition on the surface and material removal (similar to wear as the powder itself continues to slide along the surface during compaction). The formulation can include abrasive components. You will develop rate equations to describe this process;

Experimental evidence is provided by: Tsosie et al. (2017) used electron microscopy observations and identified that material not only sticks to tool surfaces but can also be removed during compaction. They proposed a mechanism for sticking which includes fragmentation at the interface of the tooling.

Sample Solution

In today’s competitive world, an effective leadership style has become the need of the hour. Only with the help of an effective leadership style can an organisation be propelled towards achieving their goals. This can be attributed to the fact that leadership style has a direct effect on the productivity as well as the performance of the workforce. As Cribbin, et al., (1981) suggests, leadership is an influence process that enables managers to get their people to do willingly what must be done, do well what ought to be done. We can call someone an effective leader when that person is able to influence their followers in a desired manner in order to achieve the respective set of goals. Leadership is thus seen as a very important resource for any particular firm and is showcased by the person who is called the leader with direct accordance to a wide scope of aptitudes and talents. At the same time, leadership is not limited to an individual as such. Leadership Styles Leadership can be seen as a process of social influence, where the leader generally seeks out to their subordinate employees to willingly participate in order to accomplish the company’s collective set of goals. This can be attributed to the fact that leadership is the art of influencing others to their maximum performance to accomplish any task, objective or project. (Cohen, 1990) In today’s modern and altering world, the companies need effective leaders who are able to comprehend and act upon the dynamic global environment. Effectiveness is much higher in case of tasks that are highly structured as well as when the leaders have a good rapport with the respective followers. Barchiesi, et al., (2007) measure effectiveness of leadership, its role, as well as the direct or indirect influence it has on the leadership behaviour, performance and attitude of the organisation overall. It was hence found out that high leadership indexes are not directly interlinked with the performance records of the past, instead was rather related to higher potentiality of amplified performance as well as to the higher stature of that particular firm, which clearly indicated to the fact that it has a meaningful impact of behavioural convolution and dynamics on the leadership apprehended level. There are different types of leadership styles and they are detrimental to the organization’s overall performance. An individual’s leadership style has an effect on how smoothly a firm moves towards their desired set of goals. This is why Conger, et al., (1992) has indicated that leaders are individuals who establish direction for a working group of individuals who gain commitment from this group of members to this direction and who then motivate these members to achieve the direction’s outcomes. On exploring the interlink between the culture of an organisation and the leadership styles, several factors come into account like organisational culture, transactional as well as transformational leadership styles. Voon, et al., (2011) had conducted a research and understood about the influence leadership has on the workforce of an organisation. Several factors like wages, job security as well as autonomy and flexibility at office were used. They concluded that transformational leadership style had a better direct relationship with job

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