danfoss gear pumps Sauer Danfoss 111.25.015.0C
SKU: 74647268379
danfoss gear pumps

danfoss gear pumps Sauer Danfoss 111.25.015.0C

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Description

danfoss gear pumps Sauer Danfoss 111.25.015.0CSauer Danfoss 111. 25. 015. 0C SNP3NN 044RN07SAP1A4A3NNNN NNNNN Hydraulic Gear Pump Sauer Danfoss is a worldwide leader in the design, manufacture and sale of engineered hydraulic and electronic systems and components, for use primarily in applications of mobile equipment. You may also be familiar with the names: Sauer, Sundstrand and Danfoss. Group 3 gear pump attributes Wide range of displacements from 22 to 90 cm 3 rev [from 1. 34 to 5. 49 in3 rev]

Sauer Danfoss 111.25.015.0C  
SNP3NN/044RN07SAP1A4A3NNNN/NNNNN
Hydraulic Gear Pump 

Sauer-Danfoss is a worldwide leader in the design, manufacture and sale of engineered hydraulic and electronic systems and components, for use primarily in applications of mobile equipment. You may also be familiar with the names: Sauer, Sundstrand and Danfoss.

Group 3 gear pump attributes
Wide range of displacements from 22 to 90 cm• 3/rev [from 1.34 to 5.49 in3/rev]
Continuous pressure rating up to 250 bar [3625 psi]
Speeds up to 3000 min -1 (rpm)
SAE, DIN and European standard mounting flanges
High quality case hardened steel gears
Multiple pump configurations in combination with SNP1NN, SNP2NN and SNP3NN

The SNP3NN is available in the full displacement range from 22.0 to 88.2 cm3/rev [from 1.34 to 5.38 in3/rev], and with higher pressure ratings than the SEP3NN. This is due to the pressure balance on each side of the gears obtained with pressure-balance plates
made in antifriction alloy that contribute to high volumetric efficiency and maximum sealing as well.

Technical Specification
Manufacturer: Sauer Danfoss
Group: SNP3NN (Standard)
Displacement: 44.1cc
Flange: 07 (2 Holes SAE B pilot 0101,6)
Rotation: R (Clockwise)
Drive: SA (SAE J498-13T-16/32-SAE B)
Cover:  P1 (Standard)
Inlet-Outlet: A4A3 (Square Inlet 1-1/4 3000 UNC Bolt Outlet 1" 3000 UNC Bolt
Port Position: NN (Standard)
Seals: N (Standard NBR)
Set Valve: NNN (No Valve)
Screws: N (Standard)

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The purchaser of these items must ensure that they are satisfactory for use in the application for which they are intended.
No responsibility can be accepted if any products are incorrectly or inadequately fitted.
Goods may not be exact to image shown.

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SKU: 74647268379

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4.3 ★★★★★
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GVG
Grantham, US
★★★★★ 5
Must read for any company owner
Format: Hardcover
If you own a company, have a business or are a manager, this is a must read
WAS THIS REVIEW HELPFUL?YesReportShare
Reviewed in the United States on May 24, 2026
M
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moangu
Bozeman, US
★★★★★ 4
Indicators framework done right
Format: Paperback
I have found this book really useful. I would say it could be useful also for anyone working in a large organization and dealing with the challenges, virtues and downsides of performance indicators methodologies, both for career development within the organization and for the organization's success. The book confirms the need to read Andrew Grove's (1983) High Output Management. And it reminds us that Peter Drucker's (1954) The Practice of Management is still relevant. I would highlight several ideas promoted by the book: First, regarding OKRs: the benefits of the transparency of OKRs, with all OKRs visible to the entire organization, from the CEO down to the lowest level employees; the recommendation of dual planning (annual and quarterly); the role OKRs should have on engagement, commitment and motivation; the importance of constructing and cascading OKRs in a meaningful way as opposed to by rote (set them and forget them), enthusiastic compliance instead of bureaucratic compliance; the need to have two kinds of goals (committed and aspirational); the need to encourage staff to define a portion of their OKRs, to let them develop their own objectives, a healthy proportion of alignment (top-down) and autonomy (bottom-up); the key role of culture and the impossibility sometimes of changing it without staff renewal; the recommendation to separate bonuses from the OKR cycle; the flexibility to adjust or discard OKRs mid-cycle; the real risk of big organizations at any time of having some significant percentage of people working on the wrong things; Second, all the discussion regarding performance management, the recognized futility and sometimes demoralizing effect of annual performance reviews, is very insightful. Other thoughts, not original from this book, but worth recalling: ideas are easy, execution is everything; the ideal number of direct reports to a manager should be somewhere between 7 and 20; the most important things need to get done first or they won't get done at all; not everything that can be counted counts and not everything that counts can be counted; transparency and accountability are two related but clearly different concepts, the latter rather an outcome, the former totally an output; moral suffers when people know they can't succeed. Unfortunately, the book has its shortcomings, most of them associated with the testimonies of OKR virtues. Particularly interesting is the case of Zume Pizza, presented as a success case (and OKR as one of the critical factors of that success story). However, we know now that the company bankrupted a few years after the book was published, showing that even the most successful venture capitalist is not always right, his knack for business not always foolproof. And also showcasing that OKRs might be necessary but certainly not sufficient. At any rate, since the book is complemented by a website (https://www.whatmatters.com/) I wish the author shared there a post-mortem, assessing what happened and the relationship between OKRs and that failure. On the other hand, the case of Bono's NGO could have been spared. Zero value added. And, maybe, also the one about the Gates Foundation. Both examples are part of the book's evangelizing, metaphor-ridden and inspirational tone, where billionaires are presented as driven only for the possibility of bringing happiness to humanity and not as real people, that take most of their decisions in the pursuit of money, power or fame.
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Reviewed in the United States on August 16, 2025
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mary Leach
Boise, US
★★★★★ 5
Improve any size business-use everyone's brainpower!
Format: Kindle
Use of OKRs is fantastic in any size business. Global goal setting and feedback- everyone in the company on the same page! Get ideas from all levels to solve problems and see improvements. Love it. Get input from everyone. Super great examples of how it works. Very good summary of each chapter at the back for quick refresh. Every business owner should read this book to make that company run well.
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Reviewed in the United States on November 7, 2025
S
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Sal P.
Pawtucket, US
★★★★★ 5
Great Execution Book!
Format: Hardcover
I just finished "Measure What Matters" by John Doerr. Such a great book full of advice for companies struggling with #execution. My favorite #quotes from this book: "Good ideas with great execution are how you make magic." @Larry Page "Ideas are easy. Execution is everything." "I view this year's failure as next year's opportunity to try it again." @Gordon Moore "Specific hard goals produce a higher level of output than vaguely worded ones." "Set goals from bottom up." "Dare to fail." "... four OKR superpowers: focus, alignment, tracking, and stretching." "Bad companies are destroyed by crisis. Good companies survive them. Great companies are improved by them." @Andy Grove "When you are tired of saying it, people are starting to hear it." Jeff Weiner "Done is better than perfect." Sheryl Sandberg "... if we try to focus on everything, we focus on nothing." "Growth costs money." "... you can only do one big thing at a time really well, and so you better know what that one is." "Doing too much too soon will definitely end in pain." "To inspire true commitment, leaders must practice what they teach" "Transparency seeds collaboration." "Having a good mission is not enough. You need a concrete objective, and to need to know how you're going to get there." "... my favorite definition of entrepreneurs: Those who do more than anyone thinks possible ... with less than anyone thinks possible." "If you set a crazy, ambitious goal and miss it, you'll still achieve something remarkable." @Larry Page "Stretch goals can be crushing if people do not believe they're achievable. That's where the art of framing comes in." "Feedback is an opinion, grounded in observations and experiences, which allows us to know what impression we make on others." Sheryl Sandberg "Feedback can be highly constructive- but only if it is specific." "Continuous recognition is a powerful driver of engagement." "... a really good company values different opinions." "... behavior defines a company more meaningfully than product lines or market share." "Vision-based leadership beats command-and-control." "People watch what you do more than what you say." "Time is the enemy of transformation." "... there was no shame in trying your hardest and failing, not when OKRs help you fail smart and fail fast." "Goal setting is more art than science."
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Reviewed in the United States on September 20, 2018
K
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Kevin
Phoenix, US
★★★★★ 3
helpful and moderately entertaining
Format: Kindle
Like most business books this likely could have been a long journal article, but overall still worth a quick read.
WAS THIS REVIEW HELPFUL?YesReportShare
Reviewed in the United States on March 10, 2026

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