The Morgan Plus Four Super Sports Sports Car

A review of The Morgan Plus Four Super Sports Sports Car, covering development, important features, and technical data of this the fifth model in the Morgan range.In this Article, I offer a nostalgic look at the Morgan Plus Four Super Sports, one of an elite group of classic cars, which was manufactured during the period 1936 to 1950.The creation of the Morgan Plus Four Super Sports is, in essence, down to the skills of Chris Lawrence, whose Morgan Plus 4 was very successful in the 1959 UK Race Season.In 1962, his competition successes came to the notice of Peter Morgan, who offered him Morgan works support.As a result, he won his Class in the 1962 Le Mans 24 hour race.Under the name Lawrencetune, he prepared engines for Morgan when specially ordered.The Lawrencetune Morgan Super Sports used the aluminium low-line bodies prepared specially for Le Mans.However, prior to low-line Super Sport production, a number of hybrid Plus 4′s were produced with the original steel high-line bodies, coupled with aluminium wings, and Lawrencetune engines.These are now a highly sought after models.During the period mid 1950′s to early 1960′s, the Morgan Plus 4 was powered by a series of Triumph TR engines and gearboxes.In 1960, Morgan teamed up with Lawrencetune, who modified the engines of a small number of Plus 4′s which were entered into various endurance events, including the Le Mans.Since it was not unusual for these modified cars to secure at least Class wins, they duly created interest amongst the sports car fraternity to encourage Morgan to produce equivalent modified Plus 4′s.Hence the birth of the Plus 4 Super Sports.In February 1961, Morgan launched the Super Sports which featured:
Specially modified 2138 cc, 4-cylinder Triumph TR2 engine developing 125 bhp at 5500 rpm
Four speed manual gearbox
Gas flowed head
Compression ratio of 9.0:1
Modified camshaft
Balanced crankshaft
Two twin choke Webber 42DCOE carburettors
Special inlet manifold
Four branch exhaust system using two pipes
An oil cooler
Four wheel disc brakes
The two seater Super Sports were produced in one of two body styles – either the high body or low body versions.Early models made use of the high-line bodies from the Plus 4, whilst later models used the low-line bodies from the 4/4.In 1962, a Lawrence tuned Plus 4 secured Morgan’s finest success at Le Mans, where it was a Class winner.As a result, it became the prototype of the Super Sports, which featured a lighter, low-line aluminium body, and a more powerful 125 bhp engine derived from a modified 92 bhp TR2 unit.These cars were distinctive with their bonnet scoop, which was necessary due to the cars’ two twin choke Webber carburettors.During the period 1961 to 1968, a total of 104 Morgan Plus 4′s were modified to achieve the Super Sports specification.Of these, 95 were two seaters built for racing and competitions primarily in the US.Furthermore, 50 of these cars were built as convertibles.With a top speed of nearly 120 mph, they were not only high performance cars, but also well suited to competitions.A unique example of this car was known as the Baby Doll, and was famous in Morgan folklore.It was specially ordered, in early 1962, by Lew Spencer, a Morgan dealer and noted SCCA (Sports Car Club of America) member.This was his personal Morgan race car, in which he subsequently won the 1962 SCCA C Class National Championship.The Baby Doll was renowned for the fact that it regularly beat Corvettes, Porsches, and E-Types, even though it sported a smaller engine than its competitors.It has been suggested that the Plus Four Super Sports offered what was probably the best value performance car on the market at that time.It had precise handling, with a body styling that took one back to the classic cars of the 1930′s.The Super Sports is the most desirable Morgan performance car owing to its competition successes in a number of major international races, combined with its limited production.This marked the end of the Morgan Plus Four Super SportsPerhaps this stroll down memory lane might have answered, or at least shed light on, a possible question:Which Morgan Sports Car is Your Favourite?However, should this question still remain unanswered, I will be reviewing, in some detail, in future articles within this website, the entire range of Morgan sports cars which were featured in the memorable era spanning 1911 to 1996.I hope you join me in my nostalgic travels “down sports car memory lane”.

Increasing Personal Productivity

When it comes to achieving your goals, one of the best things you can do is to increase your personal productivity. People who get more done in a day aren’t exactly smarter than everyone else, they just know what to focus their limited amount of time on and cut down on things that waste their time. These people are simply just more efficient. When you become more efficient, you will produce more and that in turn will allow you to achieve more.There are lots of ways to improve personal productivity like having a list, prioritizing it, and checking the tasks off as you complete them. Here are some other things you can try as well.Schedule a set amount of time during the day to work on your most important task. Many times, the thing that we have to do most is the thing that we least want to do. In order to ensure that we get it done and not procrastinate on doing it will be to set a specific time where you will do nothing but that task. Typically, you want to set a time in the morning. After lunch, as you know, can be a tiring time to work on anything important.When you are actually working on this task, you want to make sure you get rid of all disturbances. That means, put your cellphone on silent, let your phone calls go to voice mail, and inform everyone around you to not interrupt. By doing this, you will have a solid hour or 2 of focus time. This will allow you to finish what you need to do efficiently because you won’t get side tracked or lose focus. With other tasks that are of less importance and don’t require much concentration, you can tackle that while doing other small tasks at the same time.Increasing productivity isn’t exactly rocket science but it does take a little bit of experimenting. Some things will just work better for you than others. For some, having this focus time won’t work since they need interaction and movement to get things done. What you want to do is measure your results in order to find out what’s working or not. You can do this by simply keeping time of how long it takes you to do certain tasks. When you find one way of doing it helps you get it done faster, stick with that strategy.

Employment Reference Checks – Best Practices When Checking Employee References!

Employment reference checks are considered as one of the best tools to inquire about a prospective employee. Reference checking has always been an important factor for all the companies who want to make the informed decision of hiring the right employee.These days’ applicants are asked to provide employment references, such as previous employers or coworkers, whom employers can contact to learn more about the candidate. Employment reference checks are used to verify truthfulness and accuracy of information applicants provide about themselves and to reveal negative job-related background information hidden by the applicants.Unfortunately, previous employers are increasingly reluctant to provide references or background check information for fear of being sued by previous employees for defamation. If former employers provide potential employers with unsubstantiated information that damages applicants’ chances of being hired, applicants can (and do) sue for defamation. As a result, 54 percent of employers will not provide information about previous employees.This situation is very discouraging for employers as it creates a hindrance in their fair selection process and in determining the true value of an employee. But as we know that there is always a way to handle things with care to get optimum results without a problem. So by remembering the basic goals and using best practices in employment reference checks cannot only save time but also relieve all the fears of defamation.Two Essential Goals for Employment Reference Checks:
To discourage applicants to hide something. An applicant with a serious criminal conviction is less likely to apply in the organizations that announce pre-employment background and referencing.
To encourage applicants to be very honest in their applications and interviews. Since applicants are told there is a background check, they have a motivation to reveal information about themselves they feel may be uncovered with a probable reference check.
Best Practices When Checking Employment References: Employers have a number of options with regard to checking the references of a prospective employee. These can change from having the human resources person or the hiring manager call the former supervisor directly to check the reference, to third party to collect background information on a candidate, including checking references, and then reporting back to prospective employer.If an employer decides for employment reference checks than they should be looking into the following guidelines:
Include a statement on the application for employment directly above the applicant’s signature line stating that all information on the application on the application is subject to verification and that any false or misleading information may result in refusal to hire or, if already hired, the immediate termination of employment.
Require every applicant for employment to sign a waiver and consent form authorizing the prospective employer to check references and authorizing all former employers, supervisors, and managers to release information in response to a request for a reference and/or verification of employment.
Establish a written procedure for reference checking including when in the hiring process reference checks will be conducted, who will conduct the reference checks, and what kinds of documentation will be kept of information obtained through reference check.
Limit questions to information that is job-related; don’t ask for medical information, information about physical characteristics, and/or other personal information that is not related to the employee’s conduct on the job.
Consider preparing a list of job-related questions that will be asked of all finalists for a particular position. This may help avoid claims of discrimination or claims that prospective employer inquired about the information that it was not legally entitled to have.
Be fair and consistent.