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Continental ContiTech Fractional Horsepower V-Belt, 3L580, Cogged, 0.38 Width, 0.22 Height, 58 Nominal Outside Length

You no longer have to accept the lower energy efficiency associated with envelope belts on fractional horsepower lightduty drives. Advanced V-belt technology has resulted in the development of a cut-edge, molded cog construction which exceeds conventional envelope belts in every performance category except oil resistance. This has been confirmed in extensive testing which proves that Continental ContiTech FHP V-belts run smoother and quieter, last longer, and substantially improve energy efficiency compared to noncogged belts. The cogged design of Continental ContiTech FHP V-belts (standard on L and 5L sizes) provides a greater surface area for heat dissipation and allows increased air flow around the belt during operation. These factors help to reduce internal belt temperatures and greatly improve belt life. The cogged design also improves flexibility, an especially important consideration where minimum or substandard sheave diameters are involved. Low cross section vibration in rubber-edged, cogged belts reduces noise generation. This allows you to take advantage of the longer life and high efficiency of FHP V-belts in noise-sensitive equipment. But even in typical factory settings, Continental ContiTech FHP V-belts contribute to a quieter operating environment. The historic inefficiency of FHP drives can be traced directly to the inability of a relatively large envelope belt to transmit a low-power force efficiently. Transmission loss is especially significant in factories using large numbers of drives and where small diameter sheaves are involved. The aggregate loss can be significant enough to have an adverse effect on equipment performance. Continental ContiTech FHP V-belts efficiency begins at 93% when used with smaller sheaves and increases dramatically as the sheave diameter increases. Since more of the rated power of the drive is delivered, actual performance nearly matches design performance. In addition, the efficiency of Continental ContiTech FHP V-belts offers you the opportunity to achieve full operating power requirements with a lower horsepower drive, reduced energy requirements, or both. These considerations can provide highly desirable economic advantages whether you're a drive manufacturer or a drive user.

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Cogged, 3L580, V-Belt, Horsepower Fractional ContiTech Continental 0.38 Length Outside Nominal 58 Height, 0.22 Width, V-Belts

the post-millennial generation is about to arrive in your workplace, but there are few overlaps between these digital natives and their older colleagues. poised to disrupt the workforce with an influx of 61 million job seekers, generation z brings characteristics and expectations you might not anticipate to the office. here’s what you need to know to stay ahead of the transformation.

Cogged, 3L580, V-Belt, Horsepower Fractional ContiTech Continental 0.38 Length Outside Nominal 58 Height, 0.22 Width, V-Belts

who is gen z?

members were born between 1995-2010, meaning the oldest are 22 and just entering the workforce.

  • 48% – forty-eight percent are non-caucasian1, which makes them the most diverse generation to date.
  • defined by privacy, cautiousness, practicality, and mindfulness of the future, they tend to be more like their grandparents than millennials

unprecedented digital connection…

gen z has never known life without technology at their fingertips (the first smartphone debuted when they were infants).

  • – on average, they use five screens – smartphone, tv, laptop, desktop, and ipod or ipad.2
  • 96% percent own a smartphone.3
  • more than half spend at least 10 hours a day on an electronic device.3

…but crave real-life connection

despite being inundated with technology all their lives, gen z expresses concern about their digital devices and place high value on offline relationships.

  • only 49 percent agree that social media is an important part of their life.1
  • nearly 60 percent are concerned that social media is too public.1
  • 37% – thirty-seven percent worry that technology is weakening their ability to maintain strong interpersonal relationships and develop good people skills.4

cautious (but reasonable) consumers

this generation grew up in the great recession and the occupy wall street movement, which has made for frugal shoppers with a distrust of big brands.

.

  • 35% – thirty-five percent plan to start saving for retirement in their 20s.5

gen z at work

gen z makes up the latest wave of young professionals entering the workforce. outnumbering their millennial predecessors, this group will make up forty percent of the working and consumer population by 2020.twenty-eight percent of millennial managers look to gen z with concern, doubting their ability to recruit, retain, and train them. 5 gen z are hard workers – an asset to employers – but when it comes to recruiting and retaining, what matters to these incoming job seekers? we’ve compiled results from several surveys to find out.

practical prospects

gen z is deeply driven by security. more pragmatic than millennials, gen z express concerns about money and benefits.

  • 65% – sixty-five percent of respondents think salary is important.6
  • 70% – seventy percent describe salary as their top motivator.7
  • 70% – seventy percent say their top “must have” is health insurance.7

career ownership

not only do gen z work hard, they also take responsibility for their career. this generation is willing to put in the extra hours if they’ll be rewarded for it. they are competitive and want to be judged by their merit. this means they also value skill development and self-improvement, and they often prefer to work independently.

this also makes for a generation of entrepreneurs. nearly half (42 percent) of the monster multi-generational survey respondents want to have their own business someday.7

  • only 38 percent of respondents consider work-life balance to be important.6
  • 76 percent describe themselves as responsible for driving their own career.7
  • 58 percent say they’d work nights and weekends for higher pay.7

technology as a tool

while generation z are anything but strangers to technology, they view it is a tool – not a toy. they are less enamored with flashy new releases than previous generations. these employees expect work phones and laptops. adept at quickly picking up new technology and instantly accessing information, you can expect gen z workers to learn and start contributing sooner rather than later.

  • 23% – twenty-three percent of respondents expect texting to be essential to workplace communication.7

fans of face-to-face

perhaps because of their digital environment, gen z place high value on face-to-face interaction. these employees don’t just want to work for you – they want to be coached by you, too. social experiences matter in the workplace and beyond, which makes culture a key convincing point for recruiters. gen z is also the most accepting generation yet, so they feel right at home in a diverse work environment.

  • 40% – forty percent want daily interactions with their boss and think they’ve done something wrong if they don’t.5

the bottom line

employers prepared to deliver a positive and rewarding day-to-day work experience with competitive compensation will be well-equipped to welcome their youngest workers. earning a bachelor of arts in human resource management or a master of arts in human resource management from concordia university, st. paul, is an excellent way to refine your hiring and training practices.

sources:

  1. http://www.collaborata.com/projects/198
  2. https://www.ibtimes.com/marketing-generation-z-millennials-move-aside-brands-shift-focus-under-18-customers-1782220
  3. http://mediakix.com/2017/03/the-generation-z-statistics-you-should-know/#gs.aenzufs
  4. https://www2.deloitte.com/content/dam/insights/us/articles/4055_fow-genz-entry-level-work/4055_fow-genz-entry-level-work.pdf
  5. https://www.cnbc.com/2018/05/01/61-million-gen-zers-about-to-enter-us-workforce-and-change-it.html
  6. https://www.visioncritical.com/generation-z-statistics/
  7. https://www.monster.com/career-advice/article/gen-z-boss-0816

Cogged, 3L580, V-Belt, Horsepower Fractional ContiTech Continental 0.38 Length Outside Nominal 58 Height, 0.22 Width, V-Belts

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