Displacing a myth of displacement



There's an old saying in the motoring world, usually spouted by large men in greasy overalls standing over an open car bonnet: "There's no replacement for displacement."

If you're at all a car fan, you've probably heard this little saying before. It was born in the hot-rod and racing culture of the 1950s and 60s, when performance was directly related to how large your engine was. These old flathead V8s and big-block motors weren't refined or efficient; they were brutish, clanking, smelly machines, and getting significantly more power from them simply meant making them larger. Of course, people were almost giving petrol out at the pumps back then.

But that was then, of course; while technically that old addage is still true, advancements in turbochargers, superchargers, valvetrains and other systems mean smaller engines are developing just as much - and often more - power than larger motors. All this while delivering better fuel economy; sounds like a win-win situation to me.

But, for some reason, so many other people need a lot more convincing.

Ford realises this more than many. It's developed a line of efficient, twin-turbocharged four- and six-cylinder engines it calls EcoBoost and has actually come up with an advertising campaign for the engines themselves to impress upon the potential buyers of Ford cars how powerful they are. Imagine that: it's paying money not to just sell its cars, but to convince people on the merits of its smaller engines.

To help with this, the company installed an EcoBoost V6 into one of its Ford Raptor pickups and ran the Baja 1000 off-road race with it late last year - after putting on more than 160,000km in rugged testing. At the North American International Motor Show in Detroit next week, Ford will strip down the engine to prove to people how tough it is.

It's interesting to note that the Blue Oval is focussing more on power and robustness and less on efficiency for this truck engine, a segment notorious for its V8-loving, power-mad owners, many of whom use their trucks more for cruising and less for bruising anyway.

Apparently, that attitude also spills over into the crossover market. Recently, Cadillac announced it was ending production of the 2.8L turbocharged V6 found in its SRX. Apparently, the engine, which was but a year old, accounted for less than 10 per cent of sales in the US, with almost everyone opting for the larger - and less powerful - 3.0L naturally aspirated mill. According to sources, people walking into showrooms didn't even want to try the turbo engine; here in the UAE, it's not even an option.

Why, it's even happening in that top tier of silliness and motorsport, Formula One. The FIA has decreed that the series will switch to - horror of horrors - four-cylinder engines in 2013, which has the powerhouse Ferrari up in arms and threatening revolt. Of course, its bread and butter is big, powerful V12s and V8s - and believe me, I am not suggesting putting a four-cylinder engine in a Ferrari. There are limits, and then there are limits.

But I digress. My point is, it's not the 1960s anymore. Technology has come a long way, and there are small, fantastic engines out there from the likes of Audi, Peugeot, Ford and other carmakers with technology that proves bigger isn't necessarily better, especially when it comes to your everyday saloons, SUVs and pickup trucks. I suggest you shave the sideburns, get off of your psychedelic beanbag and see how much fun a 2.0L turbocharged four cylinder can be.

Key recommendations
  • Fewer criminals put behind bars and more to serve sentences in the community, with short sentences scrapped and many inmates released earlier.
  • Greater use of curfews and exclusion zones to deliver tougher supervision than ever on criminals.
  • Explore wider powers for judges to punish offenders by blocking them from attending football matches, banning them from driving or travelling abroad through an expansion of ‘ancillary orders’.
  • More Intensive Supervision Courts to tackle the root causes of crime such as alcohol and drug abuse – forcing repeat offenders to take part in tough treatment programmes or face prison.
War and the virus
If you go

The flights
Emirates flies from Dubai to Seattle from Dh5,555 return, including taxes.


The car
Hertz offers compact car rental from about $300 (Dh1,100) per week, including taxes. Emirates Skywards members can earn points on their car hire through Hertz.


The national park
Entry to Mount Rainier National Park costs $30 for one vehicle and passengers for up to seven days. Accommodation can be booked through mtrainierguestservices.com. Prices vary according to season. Rooms at the Holiday Inn Yakima cost from $125 per night, excluding breakfast.

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UAE currency: the story behind the money in your pockets
Visa changes give families fresh hope

Foreign workers can sponsor family members based solely on their income

Male residents employed in the UAE can sponsor immediate family members, such as wife and children, subject to conditions that include a minimum salary of Dh 4,000 or Dh 3,000 plus accommodation.

Attested original marriage certificate, birth certificate of the child, ejari or rental contract, labour contract, salary certificate must be submitted to the government authorised typing centre to complete the sponsorship process

In Abu Dhabi, a woman can sponsor her husband and children if she holds a residence permit stating she is an engineer, teacher, doctor, nurse or any profession related to the medical sector and her monthly salary is at least Dh 10,000 or Dh 8,000 plus accommodation.

In Dubai, if a woman is not employed in the above categories she can get approval to sponsor her family if her monthly salary is more than Dh 10,000 and with a special permission from the Department of Naturalization and Residency Dubai.

To sponsor parents, a worker should earn Dh20,000 or Dh19,000 a month, plus a two-bedroom accommodation

 

 

 

UK-EU trade at a glance

EU fishing vessels guaranteed access to UK waters for 12 years

Co-operation on security initiatives and procurement of defence products

Youth experience scheme to work, study or volunteer in UK and EU countries

Smoother border management with use of e-gates

Cutting red tape on import and export of food

10 tips for entry-level job seekers
  • Have an up-to-date, professional LinkedIn profile. If you don’t have a LinkedIn account, set one up today. Avoid poor-quality profile pictures with distracting backgrounds. Include a professional summary and begin to grow your network.
  • Keep track of the job trends in your sector through the news. Apply for job alerts at your dream organisations and the types of jobs you want – LinkedIn uses AI to share similar relevant jobs based on your selections.
  • Double check that you’ve highlighted relevant skills on your resume and LinkedIn profile.
  • For most entry-level jobs, your resume will first be filtered by an applicant tracking system for keywords. Look closely at the description of the job you are applying for and mirror the language as much as possible (while being honest and accurate about your skills and experience).
  • Keep your CV professional and in a simple format – make sure you tailor your cover letter and application to the company and role.
  • Go online and look for details on job specifications for your target position. Make a list of skills required and set yourself some learning goals to tick off all the necessary skills one by one.
  • Don’t be afraid to reach outside your immediate friends and family to other acquaintances and let them know you are looking for new opportunities.
  • Make sure you’ve set your LinkedIn profile to signal that you are “open to opportunities”. Also be sure to use LinkedIn to search for people who are still actively hiring by searching for those that have the headline “I’m hiring” or “We’re hiring” in their profile.
  • Prepare for online interviews using mock interview tools. Even before landing interviews, it can be useful to start practising.
  • Be professional and patient. Always be professional with whoever you are interacting with throughout your search process, this will be remembered. You need to be patient, dedicated and not give up on your search. Candidates need to make sure they are following up appropriately for roles they have applied.

Arda Atalay, head of Mena private sector at LinkedIn Talent Solutions, Rudy Bier, managing partner of Kinetic Business Solutions and Ben Kinerman Daltrey, co-founder of KinFitz

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It Was Just an Accident

Director: Jafar Panahi

Stars: Vahid Mobasseri, Mariam Afshari, Ebrahim Azizi, Hadis Pakbaten, Majid Panahi, Mohamad Ali Elyasmehr

Rating: 4/5

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