WorldWideScience

Sample records for staff equally insist

  1. Gender Equality in the Staff Composition of Higher Learning ...

    African Journals Online (AJOL)

    This paper analyses gender equality in the composition of Uganda Martyrs University (UMU) staff—as of the close of 2008. The analysis focuses on the University's policy and its implications for gender equality; the composition of the University's staff by gender; and explanation of the possible reasons underlying the gender ...

  2. International Nuclear Safeguards Inspection Support Tool (INSIST)

    International Nuclear Information System (INIS)

    St. Pierre, D.E.; Steinmaus, K.L.; Moon, B.D.

    1994-07-01

    DOE is committed to providing technologies to the International Atomic Energy Agency (IAEA) to meet escalating monitoring and inspection requirements associated with the Non-Proliferation Treaty (NPT). One example of technology provided to the IAEA is the information management and remote monitoring capabilities being customized for the IAEA by the International Safeguards Division of the Office of Non-Proliferation and National Security. The ongoing Safeguards Information Management Systems (SIMS) program is an interlaboratory effort providing the IAEA with a range of information management capabilities designed to enhance the effectiveness of their nuclear inspection activities. The initial commitment involved the customization of computer capabilities to provide IAEA with the basic capability to geographically organize, store, and retrieve the large quantity of information involved in their nuclear on site inspection activities in Iraq. This initial system, the International Nuclear Safeguards Inspection Support Tool (INSIST), was developed by DOE's Pacific Northwest Laboratory (PNL). To date, two INSIST workstations have been deployed at the IAEA. The first has been used to support the IAEA Action Team in the inspection of Iraqi nuclear facilities since August 1993. A second, and similar, workstation has been deployed to support environmental monitoring under the IAEA 93+2 Programme. Both INSIST workstations geographically integrate analog (video) and digital data to provide an easy to use and effective tool for storing retrieving and displaying multimedia site and facility information including world-wide maps, satellite and aerial imagery, on site photography, live inspection videos, and treaty and inspection textual information. The interactive, UNIX-based workstations have a variety of peripheral devices for information input and output. INSIST software includes commercial-off-the-shelf (COTS) modules and application-specific code developed at PNL

  3. Equality Handbook

    Science.gov (United States)

    Malzer, Maris; Popovic, Milica; Striedinger, Angelika; Bjorklund, Karin; Olsson, Anna-Clara; Elstad, Linda; Brus, Sanja; Stark, Kat; Stojanovic, Marko; Scholz, Christine

    2009-01-01

    "Tolerance is not enough, discrimination must be fought" is what ESU staff stated in their Seminar on Equality in London, last May. Following their seminar, they decided to provide members with more practical tools to fight discrimination in higher education. This handbook aims at as part of that strategy. Focusing on several issues that…

  4. Functional analysis of insistence on sameness in an 11-year old boy with Asperger syndrome

    NARCIS (Netherlands)

    Ollington, N.; Green, V.A.; O'Reilly, M.F.; Lancioni, G.E.; Didden, H.C.M.

    2012-01-01

    Objective: To identify the functional properties of insistence on sameness associated with autism spectrum disorders. Method: An 11-year-old boy with Asperger syndrome was observed during play where scenarios (mistakes, misplaced items, interrupted activity) were created to correspond with

  5. Du fonctionnement dialogique de l’insistance pronominale en français

    Directory of Open Access Journals (Sweden)

    Nowakowska Aleksandra

    2016-01-01

    Full Text Available En appui sur les travaux de Bakhtine, le dialogisme peut être défini comme l’orientation constitutive de tout discours vers d’autres discours. Le présent article examine le fonctionnement dialogique de l’insistance pronominale en français (je travaille, moi !. Est-elle un marqueur ou un signale dialogique ? Nous présenterons dans un premier temps le cadre théorique et méthodologique de notre recherche ainsi que les données sur lesquelles celle-ci est basée. Nous proposerons ensuite une description syntaxique et textuelle de l’insistance pronominale, avant de la relier à la notion de dialogisme pour voir si ce phénomène linguistique est un marqueur ou un signal dialogique au sens attribué à cette distinction par Bres et Mellet 2009.

  6. From equality to 'equality'

    Directory of Open Access Journals (Sweden)

    Panov Slobodan

    2009-01-01

    Full Text Available Pursuant to lucid statement of a Serbian academician that the ideals of mankind have always been justice, freedom, virtues and that life was less noble, the work analyses whether there is both 'equality', as morosofo exist (stupid wise men, profitable altruists and evil humanists and admirers of freedom of monistic thinking. Is there a dialectics: from equality to 'equality'? At the time of profitable altruists, evil humanists and excellent actors of virtues, it is worthwhile to remember Nietzsche's attitude about the pose of morality: subordination to morality may be slavish, proud, sordid, and resigned. In theological literature it is said that both patriarchate and matriarchate are the same denial of thankful supplemental gifts to a man and a woman. There is no love and sacrifice in government. There is no fortune in slavery, but there is no happiness in mastery either. Can a 'hymn' of individualism, with empty concepts and legal formulations that encourage and sharpen the conflict of family members be an introductory tact of the dictatorship ballade? Is the projection of conflicts into a family and micro-environment a project against emotional solidarity, strength, independence, courage and will for freedom? If we cannot rely upon family are we strong enough to confront totalitarian in democratic?.

  7. The insistent realism of Don DeLillo’s ‘Falling Man’ and Paul Auster’s ‘Man in the Dark’

    Directory of Open Access Journals (Sweden)

    Ugo Panzani

    2011-09-01

    Full Text Available Many scholars considered that the fictionalization of September 11 marked the apotheosis of the postmodern era of images and perception. At the same time, the WTC collapse inspired a kind of post 9/11 fiction characterised by strong realistic descriptions. The aim of this article is to understand how Don DeLillo's Falling Man (2007 and Paul Auster's Man in The Dark (2008 tried to find a way to present, through a complex recourse to realism, the uncanny events of 9/11 and its prolonged aftermath that culminated in the subsequent horrors of the Iraq war. The insistent assertion of a proper representation of the traumatic events explictly contrasts the evasive literary narrations and the imaginary counter-narratives that might erode the relevance of the events. Furthermore, the detailed representation of these tragedies opposes itself to the equally insistent aesthetics of terror, through a revaluation of what the American literary theorist Ihab Hassan correctly defined (with no religious implications a “postmodern aesthetic of trust”, that “brings us to a fiduciary realism, a realism that redefines the relation between subject and object, self and other, in terms of profound trust.”

  8. Equality = Inequality

    DEFF Research Database (Denmark)

    Khaled, Rilla

    2011-01-01

    A number of design and development methods, including participatory design and agile software development, are premised on an underlying assumption of equality amongst relevant stakeholders such as designers, developers, product owners, and end users. Equality, however, is not a straightforwardly...

  9. Training Equals Staff Loyalty at Paramount

    Science.gov (United States)

    Education & Training, 2002

    2002-01-01

    Details a pilot customer service training scheme at Paramount Hotels, which leads to a National Vocational Qualification level 3 in customer services. Describes how the training was designed and delivered, and furnishes the views of Paramount Hotels and some of the participants.

  10. Kenyan Sages on Equality of the Sexes | Presbey | Thought and ...

    African Journals Online (AJOL)

    The one sage who did elaborate on women's equality failed to acknowledge that men discourage women from taking action to improve their situation. This article does not reject sage philosophy as an approach to the topic but insists that further study, including women sages, is needed to address the shortcomings of the ...

  11. Unjust Equalities

    DEFF Research Database (Denmark)

    Albertsen, Andreas; Midtgaard, Søren Flinch

    2014-01-01

    egalitarianism: asymmetrical and symmetrical luck egalitarianism. According to the former, while inequalities due to luck are unjust, equalities due to luck are not necessarily so. The latter view, by contrast, affirms the undesirability of equalities as well as inequalities insofar as they are due to luck....... The symmetrical view, we argue, is by far the more compelling, both by internal luck egalitarian standards and in light of the external rightist emphasis on choice and responsibility to which luck egalitarianism may partly be seen as a response. Our main case for the symmetrical view is that when some people......, against a background of equal opportunities, do not exercise their responsibility to the same degree as others, they cannot justifiably call for equalizing measures to be put in place. Indeed, such measures would be positively unfair. The symmetrical view, accordingly, rejects compensation in such cases...

  12. Incomplete equalization

    DEFF Research Database (Denmark)

    Holm, Anders; Jæger, Mads Meier; Karlson, Kristian Bernt

    2013-01-01

    improve access to lower-tier higher education for low-SES students. These findings point to an interesting paradox in that tracking has adverse effects at the micro-level but equalizes educational opportunities at the macro-level. We also discuss whether similar mechanisms might exist in other educational...

  13. Why media companies insist they're not media companies, why they're wrong, and why it matters

    OpenAIRE

    Napoli, Philip; Caplan, Robyn

    2017-01-01

    A common position amongst social media platforms and online content aggregators is their resistance to being characterized as media companies. Rather, companies such as Google, Facebook, and Twitter have regularly insisted that they should be thought of purely as technology companies. This paper critiques the position that these platforms are technology companies rather than media companies, explores the underlying rationales, and considers the political, legal, and policy implications associ...

  14. 'If you happen to be the right age, have the right colour, no disability...you're sorted':Social Audit and Equality Policies for staff in Scottish Further Education Colleges

    OpenAIRE

    Weedon, Elisabet; Riddell, Sheila; Ahlgren, Linda; Litjens, Judith

    2008-01-01

    This paper focuses on the implications of adopting social audit approaches in order to implement equality policies in Scottish FE colleges, exploring the tension between surface compliance and deep institutional engagement. It provides a brief overview of the Scottish further education context, before turning to a consideration of social audit and equalities within the sector. The data reported comes from a research study funded by the Scottish Further Education Unit which examined college po...

  15. Gender Equality in Academia: A Critical Reflection

    Science.gov (United States)

    Winchester, Hilary P. M.; Browning, Lynette

    2015-01-01

    Gender equality in academia has been monitored in Australia for the past three decades so it is timely to reflect on what progress has been made, what works, and what challenges remain. When data were first published on the gender composition of staff in Australian universities in the mid-1980s women comprised 20 per cent of academic staff and…

  16. Staff Association

    CERN Multimedia

    Staff Association

    2014-01-01

    Remove of the staff association office   The Staff Association offices are going to be renovated during the coming four months, February to May 2014. The physical move from our current premises 64/R-002 to our temporary office in  510/R-010 will take place on Friday January 31st, so the Secretariat will be closed on that day. Hence, from Monday February 3rd until the end of May 2014 the Staff Association Secretariat will be located in 510/R-010 (entrance just across the CERN Printshop).    

  17. Equality of Opportunity and Equality of Outcome

    Directory of Open Access Journals (Sweden)

    Zdenko Kodelja

    2016-02-01

    Full Text Available The report on the findings of extensive empirical research on equality of educational opportunities carried out in the US on a very large sample of public schools by Coleman and his colleagues has had a major impact on education policy and has given rise to a large amount of research and various interpretations. However, as some interpreters have highlighted, even more important than the findings of the survey themselves has been Coleman’s redefinition of equality of opportunity, abandoning the then prevailing conception of equality of educational opportunities as equality of starting points and replacing it with the concept of equality of educational opportunities as equality of educational outcomes. The question is, therefore, whether equality of outcomes really is one of the two types of equality of opportunity. The purpose of the present article is to show that equality of opportunity and equality of outcomes are two different types of equality. If they are different, the interpretation that Coleman has redefined the concept of “equality of educational opportunity” turns out to be incorrect.

  18. Office of Equal Opportunity Programs

    Science.gov (United States)

    Chin, Jennifer L.

    2004-01-01

    The NASA Glenn Office of Equal Opportunity Programs works to provide quality service for all programs and/or to assist the Center in becoming a model workplace. During the summer of 2004, I worked with Deborah Cotleur along with other staff members to create and modify customer satisfaction surveys. This office aims to assist in developing a model workplace by providing functions as a change agent to the center by serving as an advisor to management to ensure equity throughout the Center. In addition, the office serves as a mediator for the Center in addressing issues and concerns. Lastly, the office provides assistance to employees to enable attainment of personal and organizational goals. The Office of Equal Opportunities is a staff office which reports and provides advice to the Center Director and Executive Leadership, implements laws, regulations, and presidential executive orders, and provides center wide leadership and assistance to NASA GRC employees. Some of the major responsibilities of the office include working with the discrimination complaints program, special emphasis programs (advisory groups), management support, monitoring and evaluation, contract compliance, and community outreach. During my internship in this office, my main objective was to create four customer satisfaction surveys based on EO retreats, EO observances, EO advisory boards, and EO mediation/counseling. I created these surveys after conducting research on past events and surveys as well as similar survey research created and conducted by other NASA centers, program for EO Advisory group members, leadership training sessions for supervisors, preventing sexual harassment training sessions, and observance events. I also conducted research on the style and format from feedback surveys from the Marshall Equal Opportunity website, the Goddard website, and the main NASA website. Using the material from the Office of Equal Opportunity Programs at Glenn Research Center along with my

  19. STAFF NEEDED

    CERN Multimedia

    2001-01-01

    The English National Programme, part of the Lycée International de Ferney-Voltaire (France) needs the following staff for September 2001: A part-time teacher of primary English The post involves teaching the English curriculum to pupils who are within the French educational system: Classes take place on Tuesday afternoons at the Lycée, Team spirit necessary as teachers work as a team, Induction & training are offered. A part time teacher of senior secondary history-geography in English A part time teacher of secondary mathematics in English Teachers must be mother-tongue English speakers and have a relevant degree and/or teaching qualification. For the history-geography post, either history or geography degrees are acceptable. Please send your c.v. and a letter of application to Peter Woodburn, Head, English National Programme, Lycée International, 01216 Ferney-Voltaire, France. (Email: engnat@hotmail.com) Telephone 04 50 40 82 66 for further details of posts. Ple...

  20. Equal opportunities in diversity

    CERN Multimedia

    Laëtitia Pedroso

    2010-01-01

    Promoting equal opportunities at CERN and advising the Director-General on all related matters is the task of the Equal Opportunities Officer, Doris Chromek-Burckhart, and Tim Smith, chair of the Equal Opportunities Advisory Panel. Changes are being introduced: in future, the focus of their work will be broadened to cover all aspects of diversity promotion.   The term "equal opportunities" has always been broader in scope than the equal treatment of men and women but this is what it has traditionally been confined to in practice. "We wanted to change how people see our mission", explains Doris Chromek-Burckhart. The word "diversity" has much wider connotations than "equal opportunities" and makes it clearer that we are also dealing with differences in nationality, religion, age, culture and physical ability”. Getting away from the old clichés is vital to ensuring equal treatment for everyone. The diversit...

  1. Equality of Opportunity and Equality of Outcome

    Science.gov (United States)

    Kodelja, Zdenko

    2016-01-01

    The report on the findings of extensive empirical research on equality of educational opportunities carried out in the United States on a very large sample of public schools by Coleman and his colleagues has had a major impact on education policy and has given rise to a large amount of research and various interpretations. However, as some…

  2. 32 CFR 191.7 - Civilian EEO program staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Civilian EEO program staff. 191.7 Section 191.7...) MISCELLANEOUS THE DOD CIVILIAN EQUAL EMPLOYMENT OPPORTUNITY (EEO) PROGRAM § 191.7 Civilian EEO program staff. (a) EEO Managers, including SEP Managers and other staff who are responsible for EEO and affirmative...

  3. Improving Newborn Survival in Southern Tanzania (INSIST) trial; community-based maternal and newborn care economic analysis.

    Science.gov (United States)

    Manzi, Fatuma; Daviaud, Emmanuelle; Schellenberg, Joanna; Lawn, Joy E; John, Theopista; Msemo, Georgina; Owen, Helen; Barger, Diana; Hanson, Claudia; Borghi, Josephine

    2017-10-01

    Despite health systems improvements in Tanzania, gaps in the continuum of care for maternal, newborn and child health persist. Recent improvements have largely benefited those over one month of age, leading to a greater proportion of under-five mortality in newborns. Community health workers providing home-based counselling have been championed as uniquely qualified to reach the poorest. We provide financial and economic costs of a volunteer home-based counselling programme in southern Tanzania. Financial costs of the programme were extracted from project accounts. Ministry of Health and Social Welfare costs associated with programme implementation were collected based on staff and project monthly activity plans. Household costs associated with facility-based delivery were also estimated based on exit interviews with post-natal women. Time spent on the programme by implementers was assessed by interviews conducted with volunteers and health staff. The programme involved substantial design and set-up costs. The main drivers of set-up costs were activities related to volunteer training. Total annualized costs (design, set-up and implementation) amounted to nearly US$300 000 for financial costs and just over US$400 000 for economic costs. Volunteers (n = 842) spent just under 14 hours per month on programme-related activities. When volunteer time was valued under economic costs, this input amounted to just under half of the costs of implementation. The economic consequences of increased service use to households were estimated at US$36 985. The intervention cost per mother-newborn pair visited was between US$12.60 and US$19.50, and the incremental cost per additional facility-based delivery ranged from US$85.50 to US$137.20 for financial and economic costs (with household costs). Three scale-up scenarios were considered, with the financial cost per home visit respectively varying from $1.44 to $3.21 across scenarios. Cost-effectiveness compares well with supply

  4. Gender equality and meritocracy

    OpenAIRE

    Powell, Stina

    2016-01-01

    This thesis examines how gender equality measures and discourses are reconciled with notions of merit in academia. Gender equality is often defined as equal rights for women and men and has become a widely accepted political goal and vision. Meritocratic principles build on the assumption that everyone, regardless of gender, class, race and sexuality, has the same opportunities to advance provided they are sufficiently hardworking and intelligent. Meritocratic principles thus build on the ass...

  5. Thresholding histogram equalization.

    Science.gov (United States)

    Chuang, K S; Chen, S; Hwang, I M

    2001-12-01

    The drawbacks of adaptive histogram equalization techniques are the loss of definition on the edges of the object and overenhancement of noise in the images. These drawbacks can be avoided if the noise is excluded in the equalization transformation function computation. A method has been developed to separate the histogram into zones, each with its own equalization transformation. This method can be used to suppress the nonanatomic noise and enhance only certain parts of the object. This method can be combined with other adaptive histogram equalization techniques. Preliminary results indicate that this method can produce images with superior contrast.

  6. Equal Opportunities Questionnaire

    CERN Multimedia

    2007-01-01

    The initiative to promote Equal Opportunities at CERN started in 1993. The first Equal Opportunities Officer was appointed in 1996 followed by the creation of the Equal Opportunities Advisory Panel in 1998. Initially the concern was mainly the fair treatment of women in the work-place. Today the emphasis has evolved to ensuring that diversity is used to increase creativity and productivity in the work-place. In order to ensure that all aspects of Equal Opportunities and Diversity are covered, CERN’s Equal Opportunities team has prepared a survey to obtain your input. Your answers are confidential and will only be used for generating statistics. The questionnaire is on-line and can be accessed via: https://espace.cern.ch/EOQ. We hope that you will take a few minutes of your time to give your input and would be grateful if you could reply before 15/10/07. For further information about Equal Opportunities at CERN see: http://cern.ch/equal-opportunities The Equal Opportuni...

  7. The Focus of Equal Employment Opportunity Programs under the Reagan Administration. Remarks by William Bradford Reynolds, Assistant Attorney General, Civil Rights Division.

    Science.gov (United States)

    Reynolds, William Bradford

    The equal employment opportunity policies of the Reagan administration may be summarized in the following manner: while the administration will not retreat from the historic commitment to enforce federal civil rights laws, it will no longer insist upon, or in any way support, the use of quotas or any numerical or statistical formula designed to…

  8. Is Equality Fair?

    Directory of Open Access Journals (Sweden)

    Arthur Tarasov

    2015-11-01

    Full Text Available This paper attempts to answer the question whether people consider decisions that lead to equal outcomes fair. I find that this is not always the case. In an experiment where subjects are given equal opportunities to choose how to divide money between each other in a two-player game, any strategy is perceived to be fair more than half the time, including the profit-maximizing strategy. The equal divisions that lead to equal outcomes are sometimes considered unfair by both players. Moreover, players frequently punished the others, whose decisions led to equal outcomes. I hypothesize that such punishments occur because people have different conceptions of what a fair outcome and fair punishment are

  9. Equal Opportunities Questionnaire

    CERN Multimedia

    2007-01-01

    The initiative to promote Equal Opportunities at CERN started in 1993. The first Equal Opportunities Officer was appointed in 1996, which was followed by the creation of the Equal Opportunities Advisory Panel in 1998. Initially the concern was mainly the fair treatment of women in the work-place. Today the emphasis has evolved to ensuring that diversity is used to increase creativity and productivity in the work-place. In order to ensure that all aspects of Equal Opportunities and Diversity are covered, CERN’s Equal Opportunities team has prepared a survey to obtain your input. Your answers are confidential and will only be used for generating statistics. The questionnaire is on-line and can be accessed via: https://espace.cern.ch/EOQ. We hope that you will take a few minutes of your time to give your input and would be grateful if you could reply before 15/10/07. For further information about Equal Opportunities at CERN see: http://cern.ch/equal-opportunities The Equa...

  10. Measuring Gender Equality

    OpenAIRE

    Posadas, Josefina; Paci, Pierella; Sajaia, Zurab; Lokshin, Michael

    2017-01-01

    Gender equality is a core development objective in its own right and also smart development policy and business practice. No society can develop sustainably without giving men and women equal power to shape their own lives and contribute to their families, communities, and countries. And yet, critical gender gaps continue to exist in all countries and across multiple dimensions. The gender module of the World Bank’s ADePT software platform produces a comprehensive set of tables and graphs...

  11. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2006-01-01

    The Staff Association will shortly be renewing the mandate of half of the Staff Council. This is an opportunity for you to become more directly involved in the Staff Association's work and help promote and defend the staff's interests and, more broadly, those of the Organization itself.

  12. Transhumanism and moral equality.

    Science.gov (United States)

    Wilson, James

    2007-10-01

    Conservative thinkers such as Francis Fukuyama have produced a battery of objections to the transhumanist project of fundamentally enhancing human capacities. This article examines one of these objections, namely that by allowing some to greatly extend their capacities, we will undermine the fundamental moral equality of human beings. I argue that this objection is groundless: once we understand the basis for human equality, it is clear that anyone who now has sufficient capacities to count as a person from the moral point of view will continue to count as one even if others are fundamentally enhanced; and it is mistaken to think that a creature which had even far greater capacities than an unenhanced human being should count as more than an equal from the moral point of view.

  13. Coaxial transmission line - Equalization

    International Nuclear Information System (INIS)

    Bonnerue, J.L.; Fremont, Jacques; Haubtmann, Jack; Pillon, Gerard.

    1981-09-01

    The transmission of electrical signal through a coaxial line is not perfect and signal distortions are increased as much as the frequency spectrum is extended. We have designed and achieved passive filters (named equalizers) with transfer functions which are inverse of coaxial transfer functions. Doing so our attempt is to avoid definitive loss of information in the recorded data. The main feature of our equalization method lies in the fact it could be either an electrical or a numerical correction or both of them. Some examples in the use of this technique are also proposed [fr

  14. Entrepreneur for Equality

    DEFF Research Database (Denmark)

    Duncan, Russell

    Focuses on the first Republican Governor of the state of Georgia during the period of race adjustment and national reconstruction after the American Civil War. Bullock led the way to business connections in creating a New South, but he was best known for his steadfast efforts at human equality fo...

  15. E3 Staff Database

    Data.gov (United States)

    US Agency for International Development — E3 Staff database is maintained by E3 PDMS (Professional Development & Management Services) office. The database is Mysql. It is manually updated by E3 staff as...

  16. Decentralized Ground Staff Scheduling

    DEFF Research Database (Denmark)

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    Typically, ground staff scheduling is centrally planned for each terminal in an airport. The advantage of this is that the staff is efficiently utilized, but a disadvantage is that staff spends considerable time walking between stands. In this paper a decentralized approach for ground staff...... scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the staff scheduling is planned decentralized for each zone. The advantage of this approach is that the staff...... work in a smaller area of the terminal and thus spends less time walking between stands. When planning decentralized the allocation of stands to flights influences the staff scheduling since the workload in a zone depends on which flights are allocated to stands in the zone. Hence solving the problem...

  17. CHIEF OF STAFF FINANCE

    African Journals Online (AJOL)

    Internal Audit, Military. Museums, Documentation. Service, Language. Service, Financial Co-ordination, Chief Pay Mas- ter, Programming and Budget, Electronic Data. Processing and Expenditure Control. Chief of Staff Finance. With effect from 13 February 1978 Chief of Staff. Management Services became Chief of Staff.

  18. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2007-01-01

    The Staff Association will shortly be renewing the mandate of half of the Staff Council. This is an opportunity for you to become more directly involved in the Staff Association’s work and help promote and defend the staff’s interests and, more broadly, those of the Organization itself.

  19. Equality Work in Finnish Ministries

    OpenAIRE

    Tanhua, Inkeri

    2015-01-01

    The aim of this thesis is to contribute to knowledge about the equality work in public sector organisations. Especially, my aim is to bring light into everyday experiences of doing equality work. This is achieved through interviewing equality workers in Finnish ministries. The study draws also on my personal experiences as an equality consultant. The main question I ask is: Which issues influence the content of equality work? According to feminist research, promoting equality is always a poli...

  20. Mammographic scanning equalization radiography

    International Nuclear Information System (INIS)

    Sabol, J.M.; Soutar, I.C.; Plewe, D.B.

    1990-01-01

    This paper reports on conventional x-ray mammography that suffers from poor visualization of low-contrast lesions and microcalcifications in regions where variations in breast thickness and parenchymal pattern result in suboptimal film exposure and contrast. MSER overcomes this limitation by equalizing the film exposure into the range of maximum film contrast, independent of variations in breast architecture. A prototype MSER system has been developed for imaging breast phantoms in which a Min-R cassette is exposed by scanning a small (4-cm 2 ) beam of pulsed (40-Hz) x-rays (30 KVp) over the breast phantom in a raster fashion while measuring the transmission with a scanning detector. Feedback of the transmission information modulates the width of each x-ray pulse to equalize the film exposure over the entire image

  1. Selective equalization radiography

    Energy Technology Data Exchange (ETDEWEB)

    Stein, J.A.; Plewes, D.B.; Gershman, R.J.; Liebau, J.G.; Williams, J.N.

    1991-12-03

    This paper describes a selective equalization system for imaging an object having a selected field. It comprises: a source generating a beam of penetrating radiation scanning the object; a modulator for locally modulating selected portions of the scanning beam; and a control circuit controlling the modulator to cause the exposure which the beam delivers to the object to remain substantially constant over the selected field but to cause the exposure to vary elsewhere with selected local variations in the object.

  2. Light equalization radiography

    International Nuclear Information System (INIS)

    Kruger, R.A.; Reinecke, D.R.; Power, R.L.

    1989-01-01

    An electro-optical, radiographic film dodging technique has been developed that can restore lost image contrast on underexposed regions of radiographs. The device consists of a low-resolution x-ray camera and a scanning, light-exposure array. Both are controlled by a microcomputer. The theory of operation has been developed, and technical requirements for implementing light-equalization radiogrpahy have been defined. Initial clinical results with a prototype have been analyzed and compared with results of conventional films

  3. Equal Opportunities Advisory Panel

    CERN Multimedia

    HR Department

    2006-01-01

    At its meeting on 7 December 2006, the Standing Concertation Committee took note of the appointment of four new members of the Panel: Wisla Carena, Pierre Charrue, Sue Foffano and Markus Nordberg. The present composition of the Panel (appointed ad personam) is as follows: Tiziano Camporesi (Chairperson), Wisla Carena, Pierre Charrue, Sue Foffano, Josi Schinzel (Equal Opportunities Officer), Markus Nordberg, Christine Petit-Jean-Genaz et Elena Wildner. Human Resources Department Tel. 74480

  4. Battery equalization active methods

    Science.gov (United States)

    Gallardo-Lozano, Javier; Romero-Cadaval, Enrique; Milanes-Montero, M. Isabel; Guerrero-Martinez, Miguel A.

    2014-01-01

    Many different battery technologies are available for the applications which need energy storage. New researches are being focused on Lithium-based batteries, since they are becoming the most viable option for portable energy storage applications. As most of the applications need series battery strings to meet voltage requirements, battery imbalance is an important matter to be taken into account, since it leads the individual battery voltages to drift apart over time, and premature cells degradation, safety hazards, and capacity reduction will occur. A large number of battery equalization methods can be found, which present different advantages/disadvantages and are suitable for different applications. The present paper presents a summary, comparison and evaluation of the different active battery equalization methods, providing a table that compares them, which is helpful to select the suitable equalization method depending on the application. By applying the same weight to the different parameters of comparison, switch capacitor and double-tiered switching capacitor have the highest ratio. Cell bypass methods are cheap and cell to cell ones are efficient. Cell to pack, pack to cell and cell to pack to cell methods present a higher cost, size, and control complexity, but relatively low voltage and current stress in high-power applications.

  5. 28 CFR 42.414 - Federal agency staff.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Federal agency staff. 42.414 Section 42.414 Judicial Administration DEPARTMENT OF JUSTICE NONDISCRIMINATION; EQUAL EMPLOYMENT OPPORTUNITY... § 42.414 Federal agency staff. Sufficient personnel shall be assigned by a federal agency to its title...

  6. Elections to Staff Council

    CERN Multimedia

    Saff Association

    2013-01-01

    2013 Elections to Staff Council   Vote! Make your voice heard and be many to elect the new Staff Council. More details on the elections can be found on the Staff Association web site (https://ap-vote.web.cern.ch/elections-2013).   Timetable elections Monday 28 October to Monday 11 November, 12:00 am voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November, Staff Association Assizes Tuesday 3 December, first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee.

  7. THE EQUALITY PRINCIPLE REQUIREMENTS

    Directory of Open Access Journals (Sweden)

    CLAUDIA ANDRIŢOI

    2013-05-01

    Full Text Available The problem premises and the objectives followed: the idea of inserting the equality principle between the freedom and the justice principles is manifested in positive law in two stages, as a general idea of all judicial norms and as requirement of the owner of a subjective right of the applicants of an objective law. Equality in face of the law and of public authorities can not involve the idea of standardization, of uniformity, of enlisting of all citizens under the mark of the same judicial regime, regardless of their natural or socio-professional situation. Through the Beijing Platform and the position documents of the European Commission we have defined the integrative approach of equality as representing an active and visible integration of the gender perspective in all sectors and at all levels. The research methods used are: the conceptualist method, the logical method and the intuitive method necessary as means of reasoning in order to argue our demonstration. We have to underline the fact that the system analysis of the research methods of the judicial phenomenon doesn’t agree with “value ranking”, because one value cannot be generalized in rapport to another. At the same time, we must fight against a methodological extremism. The final purpose of this study is represented by the reaching of the perfecting/excellence stage by all individuals through the promotion of equality and freedom. This supposes the fact that the existence of a non-discrimination favourable frame (fairness represents a means and a condition of self-determination, and the state of perfection/excellency is a result of this self-determination, the condition necessary for the obtaining of this nondiscrimination frame for all of us and in conditions of freedom for all individuals, represents the same condition that promotes the state of perfection/excellency. In conclusion we may state the fact that the equality principle represents a true catalyst of the

  8. Information on Equal Opportunities at CERN

    CERN Document Server

    2003-01-01

    In response to questions raised at the meeting of the Finance Committee in December 2002, the Management agreed to present a short information document . At its meeting in May 2003, TREF discussed the content of this information document and took note of supplementary information provided in a presentation by CERN's Equal Opportunities Officer, accompanied by the Chairman of the Equal Opportunities Advisory Panel. The Forum concluded that this supplementary information should be included in a revised version of the document, as indicated in section 3 and Annex 1 below. Finally, the Forum took note of a main issue raised by the Panel, namely the need for crèche facilities available to CERN staff. This led to a study commissioned by the Management, recommending the setting up of crèche facilities on the CERN site (Annex 2). However, given the current financial constraints, funding could only be found by setting priorities in the next 5-Yearly Review.

  9. Gender Summit 2011: Equality Research and Innovation Through Equality

    Czech Academy of Sciences Publication Activity Database

    Tenglerová, Hana

    2011-01-01

    Roč. 19, č. 2 (2011), s. 72-74 ISSN 1210-6658. [European Gender Summit 2011: Equality Research and Innovation Through Equality . Brusel, 07.11.2011-08.11.2011] R&D Projects: GA MŠk OK08007 Institutional research plan: CEZ:AV0Z70280505 Keywords : gender equality * science * policy Subject RIV: AO - Sociology, Demography

  10. TAXATION. FAIRNESS. EQUALITY

    Directory of Open Access Journals (Sweden)

    Morar Ioan Dan

    2014-12-01

    of the tax burden between them, depending on how the tax base, depending on the type of taxpayer and according to other criteria. Another coordinated taxation is part of contemporary consumerist polticilor new tax, taxing certain income, especially income individuals is marked by the overall objective of capitalist society, that consumption growth. Fiscal policies are policies the new contemporary consumerism. And this phenomenon influences the distribution of the tax burden among taxpayers, more or less fair. What is tax fairness and how we can quantify? Here's a question that I try to raspunt from equality before the law tax payers. Equality before the tax law is not a primary goal of modern tax policy, it losing ground to tax efficiency goals and its economic and social components. On the other hand though fiscal phenomenon can help to ensure social peace through taxation to keep Sean absolute size of the tax burden and the fact that all are equal before the law, tax law and within given social policies in broadly, social security or insurance in respect restrains can be promoted by themselves and less by fiscal policy.

  11. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 31st of October to the 14th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months and will keep the next Staff Council very busy. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to vote * * * * * * * Vote Make your voice heard and be many to elect the new Staff Council. More details on the election...

  12. New staff contract policy

    CERN Multimedia

    HR Department

    2006-01-01

    Following discussion at TREF and on the recommendation of the Finance Committee, Council approved a new staff contract policy, which became effective on 1 January 2006. Its application is covered by a new Administrative Circular No. 2 (Rev. 3) 'Recruitment, appointment and possible developments regarding the contractual position of staff members'. The revised circular replaces the previous Circulars No. 9 (Rev. 3) 'Staff contracts' and No. 2 (Rev. 2) 'Guidelines and procedures concerning recruitment and probation period for staff members'. The main features of the new contract policy are as follows: The new policy provides chances for long-term employment for all staff recruits staying for four years without distinguishing between those assigned to long-term or short-term activities when joining CERN. In addition, it presents a number of simplifications for the award of ICs. There are henceforth only 2 types of contract: Limited Duration (LD) contracts for all recruitment and Indefinite Contracts (IC) for...

  13. Internationalisation and Equality

    Directory of Open Access Journals (Sweden)

    Louise Ackers

    2010-12-01

    Full Text Available This paper examines the “tension” in the debate around human resources in science between the promotion of internationalisation and mobility, on the one hand, and the promotion of equality and work-life balance, on the other. In an attempt to move away from the current polarity of mobility-immobility and understand the importance of viewing mobility as a continuum, the paper emphasises the contribution of new forms of mobility and particularly of short stays to the internationalisation process that has become so critical to career progression. It illustrates the specific opportunities that certain forms of short-stay mobility present both in terms of optimizing knowledge exchange processes and “internationalisation” but also to “potentially mobile” women and men with personal and caring obligations. Attention to the “far end” of the continuum draws attention to the role that “business visits” and on-going “travel” play in career enhancement. Migration research has rather neglected these forms of movement. Recent research on business travel would suggest that these forms of movement are highly gendered and present unique challenges to people with personal and caring responsibilities.

  14. Staff Performance Evaluation in Public Organizations

    Directory of Open Access Journals (Sweden)

    Drumea C.

    2014-12-01

    Full Text Available In public Organizations staff performance is difficult to measure in absence of overall quantitative performance indicators. There are also the qualitative indicators that give an overview on staff’s motivation, strive, ability, commitment to values, teamwork. These aspects are even less easy to illustrate, in private and public sectors equally. In both cases, measuring staff performance at work, as well as its input on the global performance of the organization is a difficult task which has in practice different approaches. Subsequently, this paper is discussing the system indicators and performance triggers used in International Organizations UN affiliated, in order to adjust staff classification and benefits to their staff’s performance.

  15. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 28 of October to the 11th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months, and in particular the Five-yearly-Review 2015, subject of the questionnaire that you probably recently filled out. All this will keep the next Staff Council very busy indeed. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to v...

  16. Staff Association Cocktail

    CERN Multimedia

    Staff Association

    2017-01-01

    The Staff Association has been organising for many years a cocktail with delegates of the Member States participating in Finance Committees of March and September. This cocktail is held at the end of the day, after the Finance Committee meeting. This direct and regular communication helps establish an ongoing contact between the Staff Association and CERN Member States and, more recently, the Associate Member States. Ambassadors of the CERN Staff Association, who are Members of the Personnel, have the opportunity to meet their national delegation in an informal and friendly atmosphere. These exchanges, facilitated by the use of the national language, allow the personnel via the Staff Association to express its ideas and positions on current affairs and fundamental issues, and also to hear about those of the delegations in return.

  17. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the ...

  18. A crèche for CERN staff The Staff Association project

    CERN Document Server

    Association du personnel

    2006-01-01

    For many years, the Staff Association has supported the demand for the creation of a crèche for the children of CERN staff. Several studies have been carried out without leading to a concrete plan. The fact that the CERN population is getting younger and the shortage of local facilities have led to a more urgent demand for this type of social service over the past few years. Furthermore, the Equal Opportunities Panel had already recommended that crèche places be made available.

  19. Equal Pay for Equal Work; Women in Special Libraries.

    Science.gov (United States)

    Special Libraries Association, New York, NY.

    The Special Libraries Association (SLA) provides information on achieving equal pay for equal work for women librarians in special libraries. A 1973 SLA study is cited to show pay differences between men and women. Then relevant legislation and executive orders are listed for the United States, along with similar legislation for Canada. Attention…

  20. Gender equality and equal opportunity mechanisms in Italy

    Directory of Open Access Journals (Sweden)

    Mršević Zorica

    2007-01-01

    Full Text Available As a country of Southern European mentality Italy may be taken as the nearest-to-the-Balkans model of the gender equality mechanisms and necessity of their existence. Italy also might be taken as a model of domain and methods of functioning of the gender equality mechanisms as well as their connections with the EU development funds. Besides the Italian Ministry for Rights and Equal opportunities and the National Committee, the attention was paid to the whole range of local mechanisms and legal regulations dealing with advancement of women’s employment and counteracting discrimination on the labor market. In the text are analyzed through the five chapters the Italian mechanisms/institutions for gender equality as located within the European institutional environment but also within the context of Italian recent history of struggle against gender based discrimination. It was stressed that the essence of the accumulated European institutional wisdom is in diversity of the gender equality bodies rather then in their uniformity. Although the Italian mechanisms for gender equality are part of the European institutional environment their aim is to meet the internal needs for advancement of gender equality. Besides, the mechanisms also meet the demands of the international standards comprised in the documents issued by the UN and the EU. In European countries these mechanisms are frequently established and function in the domains of the labor and employment regulations, but also are located within the human rights portfolios while somewhere are connected with the minority rights and equal opportunity implementation.

  1. Equality in Sport for Women.

    Science.gov (United States)

    Geadelmann, Patricia L.; And Others

    The subject of equal rights and opportunities for women in the field of physical education is discussed in nine articles. The major emphasis is on the legal aspects of sex discrimination. Defining equality, knowing the laws regarding enforcement, understanding the court procedures, and realizing the avenues for change are the essential tools…

  2. Moderate Secularism and Multicultural Equality

    DEFF Research Database (Denmark)

    Lægaard, Sune

    2008-01-01

    Tariq Modood argues that European states are only ‘moderately secular' and that this kind of secularism is compatible with public accommodation of religious groups and provides a model of Muslim integration appropriate for European states. Although attention to the fact of moderate secularism pro...... a normative conception of equality, but his characterisation of multicultural equality is inadequate in several respects...

  3. Equal Pay for Comparable Work.

    Science.gov (United States)

    Von Frank, Jane

    1980-01-01

    Argues that sex discrimination has depressed salaries for jobs filled primarily by women. Shows that under the Equal Pay Act and Title VII, workers in traditionally female occupations can establish equal pay claims. Suggests approaches for developing legal and enforcement standards to deal with discriminatory compensation in traditionally female…

  4. Governing Equality: Mathematics for All?

    Science.gov (United States)

    Diaz, Jennifer D.

    2013-01-01

    With the notion of governmentality, this article considers how the equal sign (=) in the U.S. math curriculum organizes knowledge of equality and inscribes cultural rules for thinking, acting, and seeing in the world. Situating the discussion within contemporary math reforms aimed at teaching mathematics for all, I draw attention to how the…

  5. Equal opportunities group. His mission : accelerating equal opportunities at CERN

    CERN Multimedia

    Patrice Loïez

    2000-01-01

    L. to r.: Michel Mayoud, Christine Petit-Jean-Genaz, the Equal Opportunities Officer Sudeshna Datta-Cockerill, Elena Wildner, Anne-Sylvie Cerne, Karl-Heinz Kissler, the Chairman John Ellis and Eva-Maria Groniger-Voss

  6. Equal Pay for Equal Work in Academic Obstetrics and Gynecology.

    Science.gov (United States)

    Eichelberger, Kacey Y

    2018-02-01

    The most compelling data suggest women in academic obstetrics and gynecology earn approximately $36,000 less than male colleagues per year in regression models correcting for commonly cited explanatory variables. Although residual confounding may exist, academic departments in the United States should consider rigorous examination of their own internal metrics around salary to ensure gender-neutral compensation, commonly referred to as equal pay for equal work.

  7. Integration of CERN staff

    CERN Multimedia

    CERN PhotoLab

    1965-01-01

    An example of the integration of CERN staff in the neighbouring communes is provided by the hamlet of Bugnon at St-Genis-Pouilly (Ain), FRance. The CERN installation on the Swiss site are visible on the left in the background. Behind them the Saleve mountain in Haute-Savoie.

  8. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the m...

  9. Systematic Staff Selection.

    Science.gov (United States)

    Murphy, Norman L.

    1979-01-01

    Describes the process of staff selection for the general studies department at Piedmont Technical College. Makes suggestions on how to write a job description, establish selection criteria, develop the selection process, and make the selection itself. Includes sample forms used in the process. (DR)

  10. The Staff of Life.

    Science.gov (United States)

    Jones, Rebecca

    1994-01-01

    Some children have chronic illnesses that require diet modifications as part of their medical treatment. Advises school districts to hire a registered dietitian or look for resources at a local hospital or public health office. In addition, schools should work with parents, improve staff training, and conduct spot checks of school cafeterias. (MLF)

  11. Histogram equalization of CT images.

    Science.gov (United States)

    Lehr, J L; Capek, P

    1985-01-01

    Histogram equalization for display of clinical CT images was evaluated. In theory, histogram equalization makes optimal use of an available grey scale to display an image, and its use could circumvent the problem of selecting specific window settings for each image. In several clinical images, the use of a spatially variable histogram equalization technique limited to that portion of the CT image occupied by the patient did appear to increase the visibility of anatomic structures. However, using the technique also increased displayed image noise and artifacts. Although radiologists found this to be objectionable, it did not decrease the detectability of simulated low-contrast liver metastases. Further evaluation of histogram equalization for displaying CT images is being pursued.

  12. The Paradox of Equal Opportunities

    Directory of Open Access Journals (Sweden)

    Mitja Sardoč

    2014-06-01

    Full Text Available The basic assumption of the idea of equal opportunities is based on the assertion that all individuals competing for an advantaged social position should have equal opportunities, i.e., that each and every one of them should have fair opportunities to achieve a particular goal. Despite the fact that equal opportunities is one of the basic mechanisms for a just distribution of advantageous social positions, the idea of fair equality of opportunity remains divided between different competing political projects, e.g., egalitarian liberalism, libertarian political theory, multiculturalism, etc. This paper examines two basic dimensions of equal opportunities to which existing conceptions fail to offer a unanimous answer, i.e., a the issue of fairness and b the issue of the currency of fairness. The concluding part of this paper presents two basic paradoxes that determine both the direction of the discussion as well as the possible solutions to the achievement of fair equal opportunities as part of any process for competing for advantageous social positions.

  13. Equal Employment + Equal Pay = Multiple Problems for Colleges and Universities

    Science.gov (United States)

    Steinbach, Sheldon Elliot; Reback, Joyce E.

    1974-01-01

    Issues involved in government regulation of university employment practices are discussed: confidentiality of records, pregnancy as a disability, alleged discrimination in benefits, tests and other employment criteria, seniority and layoff, reverse discrimination, use of statistics for determination of discrimination, and the Equal Pay Act. (JT)

  14. Perceptions of gender equality and attitudes toward equal ...

    African Journals Online (AJOL)

    The aim of this study was to explain consciousness of gender inequality in school sport and predict pro-equality attitudes among 1580 respondents (934 girls and 646 boys) from 45 Botswana secondary schools. Results of separate multiple regression models indicate that girls' sport participation is negatively correlated with ...

  15. NICU consultants and support staff

    Science.gov (United States)

    Newborn intensive care unit - consultants and support staff; Neonatal intensive care unit - consultants and support staff ... a baby's nipple-feeding readiness and oral-motor skills. Speech therapists will also help with feeding skills ...

  16. Equality adds quality: On upgrading higher education and research in the field of law

    Directory of Open Access Journals (Sweden)

    Baer Susanne

    2017-01-01

    Full Text Available Much has been attempted, and many projects are still underway aimed at achieving equality in higher education and research. Today, the key argument to demand and support the integration of gender in academia is that equality is indeed about the quality on which academic work is supposed to be based. Although more or less national political, social and cultural contexts matter as much as academic environments, regarding higher education and research, the integration of gender into the field of law seems particularly interesting. Faculties of law enjoy a certain standing and status, are closely connected to power and politics, and are likely to feature resistance to equality efforts, both in the law itself and in the curriculum and research agenda. However, a multidimensional, intersectional gender analysis helps to reframe cases and doctrines, rulings and regulations far beyond the law that evidently affects women, which the headscarf controversies illustrate. In addition to gender competence, team diversity is a procedural device for success, and non-discrimination is a key requirement when diversity is meant to work. After all, such efforts - to expose bias and educate about gender in an academic field, to insist and integrate it continuously, and to not only demand but also do it - produce quality. Thus, gender equality is crucial for the achievement of the best possible results in higher education and research.

  17. Equality at risk from simplification

    OpenAIRE

    Milewski, Françoise; Périvier, Hélène

    2015-01-01

    The laws on equality in pay and in the workplace have come a long way since 1972, from the affirmation of the principle of equality to the production of a detailed numerical diagnosis that puts flesh on the bones of inequality (via the Comparative Situation Reports that have been drawn up since 1983 under the Roudy law) as well as to the duty to negotiate. The 2006 law paved the way for hitting recalcitrant companies with financial penalties, as set out in an article in the 2009 law on pensio...

  18. Information for contractors' staff

    CERN Multimedia

    The Dosimetry Service

    2005-01-01

    We have observed a significant decrease in the number of completed Certificates for Work in Controlled Radiation Areas being submitted with applications for dosimeters for your staff. Henceforth, we shall no longer be able to issue dosimeters without a certificate, which must be signed by the employee and the contractor's radiation-protection expert. You can obtain the certificate form from the Dosimetry Service at Building 24/E-011 or from our Website: http://service-rp-dosimetry.web.cern.ch/service-rp-dosimetry/. Thank you for your understanding. The Dosimetry Service

  19. STAFF VACANCY LIST

    CERN Multimedia

    Human Resources Division

    2002-01-01

    For economy reasons, it has been decided to stop printing and distributing this list to Staff Members. It can be found on the Web (LIST). Divisional Administrative Officers will receive an updated printed copy on a monthly basis and are asked to display this in a public place in their division. Copies will also be posted on the notice boards of the Administration Building (No. 60) in the glass-fronted cabinet (close to the lifts) and also on the notice board close to the Post Office. A copy will also be given to the Reception (Building No. 33). Human Resources Division Tel. 74606

  20. The Europeanisation of gender equality

    DEFF Research Database (Denmark)

    Martinsen, Dorte Sindbjerg

    2007-01-01

    The paper examines the extent to which member states control the impact of European Union (EU) policies. It does so through an historical study of what is considered to be the ‘least likely case’ – the Europeanization of Danish gender equality. The analytical findings identify various and diverse...

  1. Developing an Education Intervention for Staff Supporting Persons with an Intellectual Disability and Advanced Dementia

    Science.gov (United States)

    Fahey-McCarthy, Elizabeth; McCarron, Mary; Connaire, Kevin; McCallion, Philip

    2009-01-01

    Generally, staff working in settings that provide care for adults with intellectual disabilities (ID) have not received specific education with respect to extended care for terminal illnesses or late-stage dementia. Equally, staff working in specialist palliative care often are not familiar with the unique issues of supporting persons with…

  2. Energy prices, equalization and federalism

    International Nuclear Information System (INIS)

    Courchene, T.J.

    2005-01-01

    A rise in oil prices over the last 30 years has shaped the debate on the equalization formula as well as the nature of fiscal federalism. The oil shocks of 1973 and 1979 contributed to the creation of the National Energy Program (NEP) in 1980 and the Energy Pricing and Taxation Agreement (EPTA) between Ottawa and Alberta in 1981. The current surge in oil prices, to recent highs of $70 a barrel has resulted in a new debate on energy pricing, equalization and fiscal frameworks. This article presented a review of the history of oil and federalism, and proposed a remedy to the horizontal fiscal imbalance by allocating the fixed equalization pool in accordance with fiscal capacity disparities relating to non-resource revenues. An interprovincial revenue-sharing pool was suggested for resource revenues, agreed to and operated by the provinces. It was suggested that after the price spike in 1973 in which the price of oil tripled, a key part of the rationale for imposing export taxes on oil equal to the difference between domestic and world prices was that the federal government could subsidize oil imports into eastern Canada and maintain a uniform domestic price across the country. By continuing to subsidize imports and maintaining a domestic price below the world price, the government has been diverting potential energy revenues from energy-rich provinces and transferring them directly to Canadians in terms of subsidized energy prices. It was noted that energy price surges cannot send equalization payments soaring as they did before because of the 2004 Framework Agreement, in which the overall equalization will be increased to $10.9 billion. A 2-tier approach to equalization was presented, in which it was suggested that the $10.9 billion pool should be allocated with fiscal capacity disparities relating to non-resource revenues. The creation of a revenue sharing pool for resource revenues was recommended. It was suggested that the 2 approaches will result in a strategic

  3. The Staff Association and you

    CERN Multimedia

    Association du personnel

    2013-01-01

    The Staff Association, your representative with the Management and the Member States The article VII 1.01 of the Staff Rules and Regulations (SR&R) provides that “the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary”. This essential role of the Staff representatives, of being the spokesperson of the entire staff of the Organization vis-à-vis the Director-General and the Members States, is achieved through regular participation in the various joint advisory committees defined in the SR&R. The most important are the Standing Concertation Committee and the TREF, tripartite forum where your representatives meet with the Member States delegates, in the presence of the Management, to explain the position of the staff on the various issues concerning employment conditions. The Finance Committee also gives the opportunity to the Staff Association to ...

  4. [Gender equality and women's health].

    Science.gov (United States)

    da Fonseca, Rosa Maria Godoy Serpa

    2005-12-01

    Two stories are told: one that took place in the Middle Ages in Florence, Italy, the other in the 90s in Rio de Janeiro, Brazil. Both refer to the principle of Justice, the ethical pillar of Equality. From them is developed a gender analysis of the women's health situation and how much it reflects the iniquities that result from the conditions of social inequality to which they are subjected. The conclusion is that the adoption of gender equality as an ethical concept associated with the principles of social justice and human rights means to look over the daily life of thousands of women, to be indignant with the suffering and to bring about transformation, without mixing the right for dignified and respectable assistance because they are being, before anything, citizens, with the need to be healthy and productive, for being generators and maintainers of the present and future work force, of whom society depends for generating social wealth.

  5. Certifying Equality With Limited Interaction

    DEFF Research Database (Denmark)

    Brody, Joshua Eric; Chakrabarti, Amit; McGregor, Andrew

    2012-01-01

    by focusing on two subtle aspects. The first is to consider the {\\em expected} communication cost (at a worst-case input) for a protocol that uses limited interaction---i.e., a bounded number of rounds of communication---and whose error probability is zero or close to it. The second is to consider the {\\em...... information cost} of such protocols. We obtain asymptotically optimal rounds-versus-communication and rounds-versus-information tradeoffs for the problem. For the case of zero-error communication cost, we obtain essentially matching bounds, up to a tiny additive constant. As an application of our information...... cost bounds, we obtain new bounded-round randomized lower bounds for the \\textsc{or-equality} problem that have a direct-sum flavor. Such lower bounds were previously known only for deterministic protocols or one-round randomized protocols. The \\textsc{or-equality} problem is in turn closely related...

  6. CAN INCOME EQUALITY INCREASE COMPETITIVENESS?

    OpenAIRE

    Fishman, Arthur; Simhon, Avi

    2003-01-01

    This paper explores the relationship between income distribution, prices, production efficiency and aggregate output in a decentralized search economy. We show that income distribution determines how competitive the market is, and thereby affects production efficiency and aggregate output. It is shown that it is generally possible to engineer a judicious transfer of income from high to low income individuals which simultaneously increases income equality, competitiveness, and aggregate output.

  7. Discrimination and Equality of Opportunity

    OpenAIRE

    J. Ignacio García-Pérez; Antonio Villar

    2009-01-01

    This paper presents a measure of social discrimination based on the principle of equality of opportunity. According to this principle we only have to care about the inequality derived from people’s differential circumstances (and not about outcome differences due to people’s diverse degree of effort). We propose approaching the measurement of group discrimination as the “welfare loss” attributed to the inequality between social groups of similar characteristics. We also provide an empirical a...

  8. Reminder - Equal Opportunities Advisory Panel

    CERN Multimedia

    HR Department

    2007-01-01

    At its meeting on 7 December 2006, the Standing Concertation Committee also took note of the nomination of a fourth new member of the Panel: Wisla Carena. The present composition of the Panel (appointed ad personam) is now as follows: Tiziano Camporesi (Chairperson), Wisla Carena, Pierre Charrue, Sue Foffano, Josi Schinzel (Equal Opportunities Officer), Markus Nordberg, Christine Petit-Jean-Genaz and Elena Wildner. Human Resources Department Tel. 74480

  9. Improving staff selection processes.

    Science.gov (United States)

    Cerinus, Marie; Shannon, Marina

    2014-11-11

    This article, the second in a series of articles on Leading Better Care, describes the actions undertaken in recent years in NHS Lanarkshire to improve selection processes for nursing, midwifery and allied health professional (NMAHP) posts. This is an area of significant interest to these professions, management colleagues and patients given the pivotal importance of NMAHPs to patient care and experience. In recent times the importance of selecting staff not only with the right qualifications but also with the right attributes has been highlighted to ensure patients are well cared for in a safe, effective and compassionate manner. The article focuses on NMAHP selection processes, tracking local, collaborative development work undertaken to date. It presents an overview of some of the work being implemented, highlights a range of important factors, outlines how evaluation is progressing and concludes by recommending further empirical research.

  10. We Insist! Freedom Now Suite: O Ativismo Político de Max Roach no Movimento de Direitos Civis através do Jazz (Estados Unidos, 1950-1960

    Directory of Open Access Journals (Sweden)

    Edimar Luciano Silva

    2013-12-01

    Full Text Available Ao longo de sua história o jazz projetou-se como uma voz dos afroamericanos e, nos Estados Unidos, a partir do final dos anos 1950, a relação entre este gênero musical e a política se intensificou. O presente estudo elegeu o jazz como objeto e estabeleceu como recorte temporal o período que abrange de final os anos 1950 e 1960, momento de grande efervescência dos movimentos pelos direitos civis nos Estados Unidos, com destaque para a figura do baterista Max Roach e uma de suas obras: We Insist Freedom Now Suite. A partir desta escolha pretendemos compreender a atuação de Max Roach como ativista político e a forma como ele lançou mão da música para inserir-se no movimento dos direitos civis.

  11. Equal is as equal does: challenging Vatican views on women.

    Science.gov (United States)

    1995-01-01

    The authors of this piece are women from the Roman Catholic tradition who are critical of the Vatican position on women's rights. The Report of the Holy See in Preparation for the Fourth World Conference on Women reveals a religious fundamentalism that misuses tradition and anthropology to limit women's roles and rights. The Vatican is itself a self-proclaimed state that offers women neither opportunities nor protections within its own organization, and there is no evidence of women's participation in the preparation of its report. The Vatican document constructs a vision of women and men in which men are normative persons, whose dignity is conferred by their humanity, and women are the variant other, defined by and granted dignity by their reproductive and mothering functions. The Vatican document is anti-feminist. It criticizes the "radical feminists" of the 1960s for trying to deny sexual differences, and accuses today's Western feminists of ignoring the needs of women in developing countries while pursuing selfish and hedonistic goals. It makes no recognition of the work of feminists to improve the lives of women worldwide. The Vatican document claims to support women's equality, but it qualifies each statement of equality with a presumption of difference. The document defines women as vulnerable without naming men as responsible for the oppression and violence to which women are vulnerable. It ridicules as feminist cant the well-documented fact that the home is the setting of most violence against women. The Vatican decries the suffering families undergo as a result of cumpulsory birth control and abortion policies, while it would deny families sex education, contraceptives, and safe abortion, thereby making pregnancy cumpulsory. A new vision of social justice is needed, one that: 1) rests on a radical equality, in which both women and men are expected to contribute to work, education, culture, morality, and reproduction; 2) accepts a "discipleship of equals

  12. Gender (in)equality among employees in elder care: implications for health

    OpenAIRE

    Elwér Sofia; Aléx Lena; Hammarström Anne

    2012-01-01

    Abstract Introduction Gendered practices of working life create gender inequalities through horizontal and vertical gender segregation in work, which may lead to inequalities in health between women and men. Gender equality could therefore be a key element of health equity in working life. Our aim was to analyze what gender (in)equality means for the employees at a woman-dominated workplace and discuss possible implications for health experiences. Methods All caregiving staff at two workplace...

  13. Gender equality in primary immunisation

    Directory of Open Access Journals (Sweden)

    Deepak S Khismatrao

    2015-01-01

    Full Text Available Context: Immunization, a well-known and effective method of preventing childhood illnesses is basic service under primary health care. Most surveys in India measure primary immunization coverage and quality, but no "Gender Equality." Aims: Assess "Gender Equality" in primary immunization with reference to coverage, quality, and place of immunization. Settings and Design: Cross-sectional survey in a primary health center, Pune, Maharashtra using World Health Organization 30-cluster sampling method with 14 beneficiaries (7 girls and 7 boys to be selected from each cluster. Instead of 420 children, data collected for 345 children, as requisite numbers of children were not available in low population villages and also children whose mothers were not present during survey were excluded. Materials and Methods: Vaccination data collected from either records and/or history by mother. Children born on or between 13-09-2009 and 13-09-2010, were included. Statistical Analysis Used: SPSS 14.01 version with Chi-square as test of significance. Results: Of the study population, 171 (49.6% were females and 174 (50.4% males. A total of 64.1% children had immunization records with female proportion 69.0% and males 59.2%. Primary immunization coverage was 80.0%, with female proportion 82.5% and males 77.6%. One male child was completely unimmunized and remaining partially immunized, with unaware of schedule and illness of child being major reasons for partial immunization. There was no gender wise statistically significant difference observed in Primary Immunization with reference to coverage, quality, and place of immunization. Conclusions: Immunization coverage is nearing 85% benchmark with major contribution from Universal Immunization Program. Gender Equality observed in primary immunization. Preservation of immunization records by community and timely vaccinations are areas for improvement.

  14. Midwives, gender equality and feminism.

    Science.gov (United States)

    Walsh, Denis

    2016-03-01

    Gender inequality and the harmful effects of patriarchy are sustaining the wide spread oppression of women across the world and this is also having an impact on maternity services with unacceptable rates of maternal mortality, the continued under investment in the midwifery profession and the limiting of women's place of birth options. However alongside these effects, the current zeitgeist is affirming an alignment of feminism and gender equality such that both have a high profile in public discourse. This presents a once in a generation opportunity for midwives to self-declare as feminists and commit to righting the wrongs of this most pernicious form of discrimination.

  15. The Equity-Equality Conflict

    DEFF Research Database (Denmark)

    Scheuer, Steen

    2013-01-01

    -for-performance systems) perceived as fair and when are they not? When can differences in contribution (equity) overrule the social norm of equality? Which contingent reward structure should be applied for teamwork members, if any? Which structure to motivate employees to a continuous search for smarter working...... procedures and solutions? These are central concerns of motivation theory, where rational choice decisions are counterbalanced by endowment effectsor other fairness concerns. Management is placed in a dilemma between what is, e.g., an economically rational structure of incentives, on the one hand, and what...

  16. Equal Pay for Work of Comparable Value.

    Science.gov (United States)

    Mutari, Ellen; And Others

    1982-01-01

    Discusses occupational segregation and other barriers to equal job opportunities for women and examines two approaches toward correcting pay inequities: equal pay for equal work and equal pay for work of comparable value. Legal cases, job evaluation studies, and other steps toward comparable worth are described. A 64-item reference list is…

  17. Gender equality and human rights.

    Science.gov (United States)

    1998-01-01

    This editorial introduces an issue of INSTRAW News that commemorates the 50th anniversary of the UN's Universal Declaration of Human Rights. This introduction notes that the lead article in the journal expresses optimism about potential progress towards achieving gender equity and human rights because 1) industrialized countries are undergoing a "powershift" to an information society that will offer more and better jobs for women and give women greater access to the power of information, 2) women's earnings have increased worldwide, 3) more and more women are organizing on their own behalf, and 4) a public discourse is being created that promotes the mainstreaming of women's rights and their equality. In addition, several of the UN's international treaties promote gender equality and women's human rights. Foremost among these are 1) the Convention on the Elimination of All Forms of Discrimination Against Women; 2) the Vienna Declaration and Programme of Action, adopted by the 1993 World Conference on Human Rights; 3) the Declaration on the Elimination of Violence Against Women; and 4) the Platform for Action of the Fourth World Conference on women. Counteracting these positive steps is a trend towards defining identity and rights on the basis of community membership only, which ignores the fact that cultures, traditions, and religions are not gender neutral. Given the challenges ahead, the partnership model of society created by women when they have political power is more likely to result in sustainable solutions than the dominator model that men have forwarded for the past 6000 years.

  18. Gender Equality in Agricultural Education

    Directory of Open Access Journals (Sweden)

    N. Jayakumar

    2016-05-01

    “Increased women’s enrollment in agricultural courses” as one among the strategies when addressing gender issues in the education and training components of agricultural development projects. In this context the study was carried out to ascertain the representation of women and their academic achievement in agricultural education. The study revealed that almost equal representation was found for women in agricultural course and they were also provided better quality education in their schooling, in the form of English medium education and education in private schools. Recent trends for the past four years showed a higher percentage of enrollments of women in agricultural course than men. The growth rate was also higher for the female students. Women also showed a significantly higher percentage of academic achievement than men. These positive indicators provide sufficient signals for equality of women in agricultural course and have positive implications for development of the agricultural sector in future.

  19. Fast autodidactic adaptive equalization algorithms

    Science.gov (United States)

    Hilal, Katia

    Autodidactic equalization by adaptive filtering is addressed in a mobile radio communication context. A general method, using an adaptive stochastic gradient Bussgang type algorithm, to deduce two low cost computation algorithms is given: one equivalent to the initial algorithm and the other having improved convergence properties thanks to a block criteria minimization. Two start algorithms are reworked: the Godard algorithm and the decision controlled algorithm. Using a normalization procedure, and block normalization, the performances are improved, and their common points are evaluated. These common points are used to propose an algorithm retaining the advantages of the two initial algorithms. This thus inherits the robustness of the Godard algorithm and the precision and phase correction of the decision control algorithm. The work is completed by a study of the stable states of Bussgang type algorithms and of the stability of the Godard algorithms, initial and normalized. The simulation of these algorithms, carried out in a mobile radio communications context, and under severe conditions on the propagation channel, gave a 75% reduction in the number of samples required for the processing in relation with the initial algorithms. The improvement of the residual error was of a much lower return. These performances are close to making possible the use of autodidactic equalization in the mobile radio system.

  20. Staff Definitions of Challenging Behavior.

    Science.gov (United States)

    Elgie, Sarah; Hastings, Richard P.

    2002-01-01

    Fifty staff working with adults with mental retardation rated potentially challenging behaviors in terms of: (1) whether they thought the behaviors were challenging, and (2) whether the behaviors should be the focus of intervention. Results found that staff were less likely to identify as challenging those behaviors having negative effects on…

  1. All equal-area map projections are created equal, but some are more equal than others

    Science.gov (United States)

    Usery, E.L.; Seong, J.C.

    2001-01-01

    High-resolution regional and global raster databases are currently being generated for a variety of environmental and scientific modeling applications. The projection of these data from geographic coordinates to a plane coordinate system is subject to significant areal error. Sources of error include users selecting an inappropriate projection or incorrect parameters for a given projection, algorithmic errors in commercial geographic information system (GIS) software, and errors resulting from the projection of data in the raster format. To assess the latter type of errors, the accuracy of raster projection was analyzed by two methods. First, a set of 12 one-degree by one-degree quadrilaterals placed at various latitudes was projected at several raster resolutions and compared to the projection of a vector representation of the same quadrilaterals. Second, several different raster resolutions of land cover data for Asia were projected and the total areas of 21 land cover categories were tabulated and compared. While equal-area projections are designed to specifically preserve area, the comparison of the results of the one-degree by one-degree quadrilaterals with the common equal area projections (e.g., the Mollweide) indicates a considerable variance in the one-degree area after projection. Similarly, the empirical comparison of land cover areas for Asia among various projections shows that total areas of land cover vary with projection type, raster resolution, and latitude. No single projection is best for all resolutions and all latitudes. While any of the equal-area projections tested are reasonably accurate for most applications with resolutions of eight-kilometer pixels or smaller, significant variances in accuracies appear at larger pixel sizes.

  2. 2011 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Vote Elections to fill all seats in the Staff Council are being organized this month. Voting will begin on Monday 31 October. Make your voice heard and be many to elect the new Staff Council. By doing so, you will be encouraging the men and women who will  represent you over the next two years and they will doubtless appreciate your gratitude. More details on the elections can be found on the Staff Association web site. (http://association.web.cern.ch) Elections Timetable Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee. 

  3. 32 CFR 270.5 - Staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Staff. 270.5 Section 270.5 National Defense... Staff. (a) The Commission will have a support staff, which will include staff members sufficient to expeditiously and efficiently process the applications for payments under this part. All members of the staff...

  4. Equality and Empowerment for Decent Work.

    Science.gov (United States)

    Hepple, Bob

    2001-01-01

    Substantive equality encompasses equality of results, opportunity, and human dignity. To implement it requires an incremental approach ranging from voluntary participation to penalties for noncompliance, active participation of all stakeholders, and empowerment of disadvantaged groups. (SK)

  5. 49 CFR 236.792 - Reservoir, equalizing.

    Science.gov (United States)

    2010-10-01

    ... Reservoir, equalizing. An air reservoir connected with and adding volume to the top portion of the equalizing piston chamber of the automatic brake valve, to provide uniform service reductions in brake pipe...

  6. 25 CFR 700.559 - Equal opportunity.

    Science.gov (United States)

    2010-04-01

    ... Responsibility and Conduct § 700.559 Equal opportunity. Commission personnel shall scrupulously adhere to the Commission program of equal opportunity regardless of race, color, religion, sex, age, handicap, or national...

  7. The policy on gender equality in Denmark

    DEFF Research Database (Denmark)

    Agustin, Lise Rolandsen

    The briefing paper describes current Danish policies, practices and legislation within the area of gender equality. It addresses economic independence, reconciliation policies, participation in decision-making, gender-based violence and trafficking, gender stereotypes, and gender equality...

  8. Promoting Racial Equality in the Nursing Curriculum.

    Science.gov (United States)

    Foolchand, M. K.

    1995-01-01

    Equality in nursing education and the profession can be promoted in the following ways: a working policy on racism and equal opportunities; curriculum content that explores stereotypes, values, attitudes, and prejudices; and multicultural health research, education, and promotion. (SK)

  9. Gandhigram: fostering equality through development.

    Science.gov (United States)

    Devi, R K

    1991-12-01

    A noticeable trend towards 1-child families reveals the success of Gandhigram, an integrated rural development program in Tamil Nadu, India. Founded in 1947 by T.S. Soundram, Gandhigram has adhered to Gandhian principles of truth, nonviolence, castlessness, and equality between the sexes. The program has combined health and family planning with social welfare, education, and economic development. From the outset, Gandhigram has sought community participation, including the involvement of women. Girls have been encouraged to attend school up to at least the 10th level, and employment opportunities for women have been increased. Women's increased economic independence and level of education have influenced their decision to delay marriage by about 2 1/2 years, to choose their own partners, and to decide on the number of children they want. And increasingly, women are opting to limit family size to 2 -- and sometimes 1 -- child. Women are choosing to undergo tubectomies at a younger age, partly because of the availability of recanalization surgery, which has allowed mothers who have lost a child to conceive again. Unlike typical government family planning programs, which usually provide only contraception to meet the objective of a small family norm, Gandhigram also offers infertility services. Not all of Gandhigram's efforts have resulted in success. For example, a plan to develop a health insurance program did not succeed. However, Gandhigram's 44 years of experience have revealed the necessary elements for success. These elements include community participation, the participation of women through educational and employment programs, and easy access to services.

  10. The Equity-Equality Conflict

    DEFF Research Database (Denmark)

    Scheuer, Steen

    2013-01-01

    This article investigatesthe factors that determine workplace actors’ appeal to social norms of fairness in some situations and what ‘fairness’ is perceived as consisting of. When is a pay level considered as relativity fair, and when is it not? When are contingent pay systems (i.e. pay-for-perfo......This article investigatesthe factors that determine workplace actors’ appeal to social norms of fairness in some situations and what ‘fairness’ is perceived as consisting of. When is a pay level considered as relativity fair, and when is it not? When are contingent pay systems (i.e. pay......-for-performance systems) perceived as fair and when are they not? When can differences in contribution (equity) overrule the social norm of equality? Which contingent reward structure should be applied for teamwork members, if any? Which structure to motivate employees to a continuous search for smarter working...... procedures and solutions? These are central concerns of motivation theory, where rational choice decisions are counterbalanced by endowment effectsor other fairness concerns. Management is placed in a dilemma between what is, e.g., an economically rational structure of incentives, on the one hand, and what...

  11. Equality in the Framework of Justice

    OpenAIRE

    Aşik, Kübra

    2015-01-01

    This thesis assesses the relation between equality and justice by exploring and identifying the relation between equality and justice in Rawls's theory of justice, Sandel's communitarian account of Justice and Sen's capability approach. And these accounts of justice are evaluated from an egalitarian point of view. The main argument defended in the thesis is that justice requires equality. Accordingly, these three accounts of justice are evaluated by taking their understanding of equality into...

  12. Rational-Emotive Staff Development.

    Science.gov (United States)

    Forman, Susan G.; Forman, Bruce D.

    1980-01-01

    The application of Rational-Emotive Therapy principles and techniques in in-service education for school personnel is discussed. Teacher and counselor participation in a staff development program is described. (Author)

  13. Sex, Money and the Equal Pay Act

    Science.gov (United States)

    Feldman, Edwin B.

    1973-01-01

    Institutions who justify a wage differential between male and female custodians on the basis that women typically do the lighter work, and men the heavier, can find themselves in trouble. The Equal Pay Act of 1963 requires that men and women get the same pay for equal work -- and all custodial work is substantially equal to the Labor Department.…

  14. SENIOR STAFF ADVANCEMENT COMMITTEE (SSAC)

    CERN Multimedia

    2000-01-01

    Composition and mandateThe Senior Staff Advancement Committee is composed of members nominated ad persona by the Director-General.The Committee examines proposals from Divisions concerning promotions to grade 13 in Career Path IX, changes of career path to Career Path IX and advancements to the exceptional grade in Career path VIII.The Director-General may consult the Committee on any matter related to senior staff careers.The Committee makes its recommendations to the Director-General.

  15. Why join the Staff Association

    CERN Multimedia

    Association du personnel

    2011-01-01

    Becoming a member of the Staff Association (SA) is above all a personal choice, showing that the joining person’s commitment and adherence to values such as solidarity, social cohesion, etc.In September, the SA launches a membership campaign to convince a maximum number to join, to inform, arouse interest and support. Posters, emails and individual contacts are part of the campaign programme, just like this editorial. As far as individual contacts are concerned, we ask you to give time and lend an ear to the delegates of your department in the Staff Council, who will approach you, in order to make an open and constructive discussion possible. Do not hesitate to ask questions and let them know your thoughts about the SA, as (constructive) criticism enables us to progress. The Staff Association and its role of collective representation The Staff Association, via its delegates, represents collectively all staff of the Organization before the Director-General and Member States. To do this, staff rep...

  16. Staff Knowledge, Adherence to Infection Control Recommendations ...

    African Journals Online (AJOL)

    Staff Knowledge, Adherence to Infection Control Recommendations and Seroconversion Rates in Hemodialysis Centers in Khartoum. ... Adherence of staff members to infection control recommendations was evaluated by direct observation. Results: ... A structured training program for HD staff members is urgently required.

  17. Implications of staff 'churn' for nurse managers, staff, and patients.

    Science.gov (United States)

    Duffield, Christine; Roche, Michael; O'Brien-Pallas, Linda; Catling-Paull, Christine

    2009-01-01

    In this article, the term "churn" is used not only because of the degree of change to staffing, but also because some of the reasons for staff movement are not classified as voluntary turnover. The difficulties for the nurse managing a unit with the degree of "churn" should not be under-estimated. Changes to skill mix and the proportions of full-time, agency, and temporary staff present challenges in providing clinical leadership, scheduling staff, performance management, and supervision. Perhaps more importantly, it is likely that there is an impact on the continuity of care provided in the absence of continuity of staffing. A greater understanding of the human and financial costs and consequences, and a willingness to change established practices at the institutional and ward level, are needed.

  18. Training of technical staff and technical staff managers

    International Nuclear Information System (INIS)

    Moody, G.F.

    1991-01-01

    The purpose of Technical Staff and Technical Staff Managers training is to provide job skills enhancement to individuals selected to fill key technical positions within a nuclear utility. This training is unique in that unlike other training programs accredited by the National Academy for Nuclear Training, it does not lead to specific task qualification. The problems encountered when determining the student population and curriculum are a direct result of this major difference. Major problems encountered are determining who should attend the training, what amount of training is necessary and sufficient, and how to obtain the best feedback in order to effect substantive program improvements. These topics will be explored and possible solutions discussed

  19. Radiation monitoring of PET staff

    International Nuclear Information System (INIS)

    Trang, A.

    2004-01-01

    Full text: Positron emission tomography (PET) is becoming a common diagnostic tool in hospitals, often located in and employing staff from the Nuclear Medicine or Radiology departments. Although similar in some ways, staff in PET departments are commonly found to have the highest radiation doses in the hospital environment due to unique challenges which PET tracers present in administration as well as production. The establishment of a PET centre with a dedicated cyclotron has raised concerns of radiation protection to the staff at the WA PET Centre and the Radiopharmaceutical Production and Development (RAPID) team. Since every PET centre has differing designs and practices, it was considered important to closely monitor the radiation dose to our staff so that improvements to practices and design could be made to reduce radiation dose. Electronic dosimeters (MGP DMC 2000XB), which have a facility to log time and dose at 10 second intervals, were provided to three PET technologists and three PET nurses. These were worn in the top pocket of their lab coats throughout a whole day. Each staff member was then asked to note down their duties throughout the day and also note the time they performed each duty. The duties would then correlate with the dose with which the electronic monitor recorded and an estimate of radiation dose per duty could be given. Also an estimate of the dose per day to each staff member could be made. PET nurses averaged approximately 20 μ8v per day getting their largest dose from caring for occasional problematic patients. Smaller doses of a 1-2 μ8v were recorded for injections and removing cannulas. PET technologists averaged approximately 15 μ8v per day getting their largest dose of 1-5μ8v mainly from positioning of patients and sometimes larger doses due to problematic patients. Smaller doses of 1-2 μ5v were again recorded for injections and removal of cannulas. Following a presentation given to staff, all WA PET Centre and RAPID staff

  20. NO to sacrificing future staff!

    CERN Multimedia

    Staff Association

    2011-01-01

    During our public meetings last week, we reviewed several subjects. However, the most urgent one today is the 2nd package of measures for our Pension Fund. In our previous issue, we devoted a long article to the Management’s plan for staff recruited from January 2012. A disaster! As we announced at our meetings, the Staff Association will organize a referendum at the beginning of April. For the message to be heard it is vital that as many staff as possible take part. By voting you will express your support to your staff representatives to stand in the way of these unacceptable measures. It is a matter of urgency that the staff makes their voice heard. Time is short, the decisions will be made in June. The future of our Organization is as stake. This is our future colleagues we are talking about. We must prevent this sacrifice. They must be welcomed in such a manner that there is no uneasiness between us. They must be made to feel welcome in their new family, CERN, our CERN. That they should pay an ...

  1. 2017 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2017-01-01

    Make your voice heard, support your candidates! After verification by the Electoral Commission, all candidates for the elections to the Staff Council have been registered. It is now up to you, members of the Staff Association, to vote for the candidate(s) of your choice. We hope that you will be many to vote and to elect the new Staff Council! By doing so, you can support and encourage the women and men, who will represent you over the next two years. We are using an electronic voting system; all you need to do is click the link below and follow the instructions on the screen. https://ap-vote.web.cern.ch/elections-2017 The deadline for voting is Monday, 13 November at midday (12 pm). Elections Timetable Monday 13 November, at noon Closing date for voting Tuesday 21 November and Tuesday 5 December Publication of the results in Echo Monday 27 and Tuesday 28 November Staff Association Assizes Tuesday 5 December (afternoon) First meeting of the new Staff Council and election of the new Executive Committee The ...

  2. The Impact of Staff Training on the Knowledge of Support Staff in Relation to Bereavement and People with an Intellectual Disability

    Science.gov (United States)

    Watters, Laura; McKenzie, Karen; Wright, Rachel

    2012-01-01

    This study aimed to investigate whether a 1-day training course improved support staff knowledge about bereavement and grief in people with a learning disability. A questionnaire based, mixed design was used. Forty-eight participants were randomly assigned to one of two equal groups. A staggered design allowed for group 2 to act both as a control…

  3. Comparative analysis of equalization methods for SC-FDMA

    DEFF Research Database (Denmark)

    Dogadaev, Anton Konstantinovich; Kozlov, Alexander; Ukhanova, Ann

    2010-01-01

    In this paper we introduce comparative analysis for different types of equalization schemes, based on the minimum mean square error (MMSE) optimization. The following types of equalizers were compared: linear equalization, decision feedback equalization (DFE) and turbo equalization. Performance a...

  4. Resolution of the Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    You were many to attend the public information meetings organised in October and we thank you for your interest. In this decision phase of the current Five-Yearly Review of our employment conditions they provided an opportunity to review the Management proposals in detail. They were a moment of exchange also on the various topics under review, and your comments were many and very valuable. Meeting on Thursday 29th October, the Staff Council discussed once more these proposals. It considered that the "package" of proposed measures is not balanced enough in its current form. It decided to formulate additional requests to the Management, relating mainly to the effects of the introduction of the proposed new career system. The resolution adopted this morning also implies that the consultation of staff, originally foreseen next week, is postponed. The staff Council will reconvene in a special session on Thursday, 5th November to reassess its position depending on the progress made regarding its d...

  5. 2017 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2017-01-01

    Make your voice heard, support your candidates! We hope that you will be many to vote and to elect the new Staff Council! By doing so, you can support and encourage the women and men, who will represent you over the next two years. The voting takes place from 23 October to 13 November, at noon at https://ap-vote.web.cern.ch/elections-2017. Elections Timetable Monday 13 November, at noon Closing date for voting Tuesday 21 November and Tuesday 5 December Publication of the results in Echo Monday 27 and Tuesday 28 November Staff Association Assizes Tuesday 5 December (afternoon) First meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 21 November and 5 December. Candidates for the 2017 Elections

  6. Supported Conversation for hospital staff

    DEFF Research Database (Denmark)

    Forchhammer, Hysse B; Løvholt, Annelise P.; Mathiesen, Lone Lundbak

    in communication and interaction, Supported Conversation for Adults with Aphasia (SCA) was adapted and implemented in a large neurological department at Rigshospitalet-Glostrup in Copenhagen. Method 152 staff members representing different health professionals were assigned to one of eleven courses during a six...... month period. Each course had 10-12 participants and lasted 6 hours, including instruction in the SCA principles, video analysis, interdisciplinary group work, and practice sessions with PWAs. Self-assessed learning outcomes were evaluated with a brief questionnaire filled out by staff members...... in communication, also showed significant improvements across all staff groups. After the course, more time to spend with patients was perceived as the most important factor to further increase communication success with PWA. Conclusion The results show that interdisciplinary SCA-courses successfully increase...

  7. The Uneasy Marriage between Law and Equality

    Directory of Open Access Journals (Sweden)

    Pauline C. Westerman

    2015-02-01

    Full Text Available There are two ways in which the social ideal of equality has found expression in the law: in the principle of equal treatment and in the principle of non-discrimination. In this article the meaning of these two legal principles is analysed, in order to answer the question to what extent they can be said to contribute to equality in the sense of an equal distribution of collective resources. It is argued that whereas the first just requires decision-making to be rule-based, the second principle demands that rules should be based on sound categorical distinctions. Neither of the two can, however, sensibly be linked to equality as equal distribution. The article concludes that the only way to establish such a link is by adding to the principle of non-discrimination “financial resources” as a suspect ground.

  8. Gender Equality, Intersectionality and Diversity in Europe

    DEFF Research Database (Denmark)

    Agustin, Lise Rolandsen

    Analyzing the developments which have characterized EU gender equality policies and women's transnational activism since the introduction of multiple discrimination policies in the 1990s, this book identifies two interrelated challenges: diversity of women's interests, and degendering of policies....... Drawing on discursive policy analysis, it addresses the interaction between policies, institutions and civil society actors in relation to gender equality, diversity and intersectionality at the European level. Rolandsen Agustín successfully integrates the concepts of diversity and gender equality...

  9. Turbo Equalization Using Partial Gaussian Approximation

    DEFF Research Database (Denmark)

    Zhang, Chuanzong; Wang, Zhongyong; Manchón, Carles Navarro

    2016-01-01

    This letter deals with turbo equalization for coded data transmission over intersymbol interference (ISI) channels. We propose a message-passing algorithm that uses the expectation propagation rule to convert messages passed from the demodulator and decoder to the equalizer and computes messages...... implementation. Results from Monte Carlo simulations show that the proposed approach leads to a significant performance improvement compared to state-of-the-art turbo equalizers and allows for trading performance with complexity....

  10. Staff Development for School Improvement: An Illustration.

    Science.gov (United States)

    Edelfelt, Roy A., Ed.

    This document contains 11 papers on school staff development: (1) "The Staff Development for School Improvement Program" (Winifred I. Warnat); (2) "A Teacher's View of a Staff Development Project" (Lynn Kleiman); (3) "Staff Development from the Principal's Perspective" (Dixie Hibner); (4) "Stepping-Stones to Success" (Barbara A. Skone); (5)…

  11. 22 CFR 902.3 - Board staff.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Board staff. 902.3 Section 902.3 Foreign Relations FOREIGN SERVICE GRIEVANCE BOARD ORGANIZATION § 902.3 Board staff. The chairperson shall select the Board's executive secretary and other staff provided for in the Act. The executive secretary and staff...

  12. 17 CFR 8.05 - Enforcement staff.

    Science.gov (United States)

    2010-04-01

    ... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Enforcement staff. 8.05... staff. (a) Each exchange shall establish an adequate enforcement staff which shall be authorized by the... staff shall consist of employees of the exchange and/or persons hired on a contract basis. It may not...

  13. Masculinity ideology and gender equality: considering neosexism

    Directory of Open Access Journals (Sweden)

    Carmen Martínez

    2013-05-01

    Full Text Available The aims of this study are to investigate the relationship among traditional masculinity ideology, neosexism, and gender equality. Specifically we tested the effect of neosexism as a mediational variable. As expected, our results showed that men maintain more traditional masculinity ideology and more neosexist beliefs than women. Also masculinity ideology is negatively related to gender equality in men, but in women there is no relationship. The results of the mediation tests confirm that masculinity ideology is a good predictor of gender equality and it is mediated by neosexism, but only for men. The relevance of these findings with reference to neosexism as an obstacle to equality is discussed.

  14. English for Airport Ground Staff

    Science.gov (United States)

    Cutting, Joan

    2012-01-01

    This article describes part of a European Commission Leonardo project that aimed to design a multimedia course for English language learners seeking work as ground staff in European airports. The structural-functional analysis of the dialogues written from the course showed that, across the four trades explored (security guards, ground handlers,…

  15. Agency Directionality and Staff Individuality.

    Science.gov (United States)

    Hurst, James C.; And Others

    Psychologists who choose work as members of counseling agencies are likely to experience some dissonance between what their individual interests and skills would have them do professionally and what they are asked to do as a staff member of the agency. Conversely, as a component of a larger institution or community, an agency's very existence may…

  16. Creativity in nursing staff development.

    Science.gov (United States)

    Geyer, K A; Korte, P D

    1990-01-01

    The use of creative teaching techniques in nursing staff development generates enthusiasm for learning in both the learner and the educator. We report the process used to develop alternative teaching approaches and examples of these programs. A cost analysis of a traditional versus an innovative program is provided. Advantages and disadvantages of these approaches are reviewed.

  17. Equality and Diversity. An Aspect Report on Provision in Scotland's Colleges by HM Inspectors on Behalf of the Scottish Funding Council

    Science.gov (United States)

    Her Majesty's Inspectorate of Education, 2010

    2010-01-01

    This report evaluates the extent to which Scotland's colleges have developed and embedded a culture of promoting equality and diversity effectively for all learners and staff. It considers how effectively colleges have mainstreamed equality and diversity in all aspects of their operations. The fieldwork for this report has been informed by…

  18. Economic growth and gender equality | IDRC - International ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    Does economic growth impact gender equality? And conversely, does gender equality impact economic growth? GrOW-supported projects seek to provide a deeper understanding of these relationships. The University of Göttingen leads a GrOW research consortium to understand the impact of structural change and growth ...

  19. The Many Faces of Equal Opportunity

    Science.gov (United States)

    Temkin, Larry S.

    2016-01-01

    The ideal of equality of opportunity plays an important role in contemporary social and political discourse, and it is one of the few ideals which most people, across the political spectrum, accept. In this article, I argue that the seemingly widespread agreement about the value of equal opportunity is more apparent than real. I distinguish…

  20. Combining Vector Quantization and Histogram Equalization.

    Science.gov (United States)

    Cosman, Pamela C.; And Others

    1992-01-01

    Discussion of contrast enhancement techniques focuses on the use of histogram equalization with a data compression technique, i.e., tree-structured vector quantization. The enhancement technique of intensity windowing is described, and the use of enhancement techniques for medical images is explained, including adaptive histogram equalization.…

  1. Equal Plate Charges on Series Capacitors?

    Science.gov (United States)

    Illman, B. L.; Carlson, G. T.

    1994-01-01

    Provides a line of reasoning in support of the contention that the equal charge proposition is at best an approximation. Shows how the assumption of equal plate charge on capacitors in series contradicts the conservative nature of the electric field. (ZWH)

  2. The uneasy marriage between Law and Equality

    NARCIS (Netherlands)

    Westerman, Pauline C.

    2015-01-01

    There are two ways in which the social ideal of equality has found expression in the law: in the principle of equal treatment and in the principle of non-discrimination. In this article the meaning of these two legal principles is analysed, in order to answer the question to what extent they can be

  3. Equalization radiography with radiation quality modulation

    Science.gov (United States)

    Geluk, Ronald J.; Vlasbloem, Hugo

    1991-07-01

    By local variation of exposure, the wide absorption-range of the thorax can be equalized. Normally, the X-ray spectrum remains constant during this process. Further improvement seems possible if the radiation quality is included in the equalization process. A system has been built to investigate the merits of such a process. An overall improvement of contrast is demonstrated.

  4. Vocational Education and Equality of Opportunity.

    Science.gov (United States)

    Horowitz, Benjamin; Feinberg, Walter

    1990-01-01

    Examines the concepts of equality of opportunity and equality of educational opportunity and their relationship to vocational education. Traces the history of vocational education. Delineates the distinction between training and education as enumerated in Aristotelian philosophy. Discusses the role vocational education can play in the educative…

  5. Quantum Jarzynski equality with multiple measurement and ...

    Indian Academy of Sciences (India)

    Fluctuation theorems; Jarzynski equality; measurement and feedback; mutual informa- tion. PACS Nos 05.40.–a; 05.70.Ln; 03.65.Yz. 1. Introduction. In the last couple of decades, a lot of work has been directed towards nonequilibrium statistical mechanics, which has given birth to several equalities that are valid even when.

  6. Trust, Welfare States and Income Equality

    DEFF Research Database (Denmark)

    Bergh, Andreas; Bjørnskov, Christian

    2014-01-01

    The cross-country correlation between social trust and income equality is well documented, but few studies examine the direction of causality. We show theoretically that by facilitating cooperation, trust may lead to more equal outcomes, while the feedback from inequality to trust is ambiguous....... Using a structural equation model estimated on a large country sample, we find that trust has a positive effect on both market and net income equality. Larger welfare states lead to higher net equality but neither net income equality nor welfare state size seems to have a causal effect on trust. We...... conclude that while trust facilitates welfare state policies that may reduce net inequality, this decrease in inequality does not increase trust....

  7. [Considerations regarding the food of the hospital staff].

    Science.gov (United States)

    Nardin, Anne

    2005-02-01

    The question concerning the food of the hospital staff has drawn attention only tardily. However, food is a faithful mirror in which the knowledge, the capacities, the values and the imaginary ones of an institution are reflected. It is in 1905 that the reform made by the "Administration générale de l'Assistance Publique de Paris" is specifically concerned, for the first time, by the food of the hospital staff. It is a change in the practices, founded until then on the principle of equality in food treatment, resulting probably from the monastic form of the hospital in the earliest times. The introduction of the system into force today was done gradually in the years 1930. From now on, hospital staff pay their meal to the administration which establishes the account of it on the basis of a refectory card. At the end of this evolution, nothing is similar any more in the hospital on the ground of the hierarchical relations between the administration and its staff. The era of self-service restaurants has open, transforming the consumer into an autonomous active and participative individual, in an institution converted into the play of democraty company.

  8. Staff

    Index Scriptorium Estoniae

    2006-01-01

    TÜ teadustöötajaist ja õppejõududest on 2/3 doktorikraadiga. TÜ rektor Jaak Aaviksoo ja teadusprprektor Ain Heinaru valiti Euroopa kõrghariduspoliitika juhtorganitesse. Sotsiaalteaduskonna prof. Wolfgang Drechsler sai Saksa-Eesti akadeemiliste suhete arendamise eest Saksamaa Liitvabariigi Teeneteristi

  9. FINANCIAL EQUALIZATION TRANSFERS BETWEEN PUBLIC AUTHORITIES BUDGETS

    Directory of Open Access Journals (Sweden)

    Emilia Cornelia STOICA

    2015-07-01

    Full Text Available This paper presents financial balancing mechanisms that it is applied by the most of the states with competitive market economy, in order to ensure equity between local authorities, as well as the stability of the entire national tax and budgetary system. In this regard, it is described the concept of financial equalization and its structure according to two fundamental criteria: - equalization in accordance with the financial transfers orientation, distinguishing thus (1 horizontal equalization, which is carried out between local authorities and consists in assigning a part of the richest territorial collectivities resources to the disadvantaged ones; (2 vertical financial equalization, achieved through consolidated transfers the state / federal budget to the budgets by territorial administrative units, both for the operating budget section and for the development one; - financial equalization according to the regional or local disparities observed as a result of territorial-level analyzes: (1 financial equalization based on balancing public revenues of the administrative-territorial units, which tries to correct the differences between the financial resources of each local authority and (2 the financial balancing based on the costs, which aims to reduce differences between standard costs of public services per capita. Financial equalization mechanisms have as main objective the reduction as far as the total elimination of the regional or local disparities, which are also described in this article.

  10. Health and the elusive gender equality : Can the impact of gender equality on health be measured?

    OpenAIRE

    Sörlin, Ann

    2011-01-01

    Background: All over the world men and women show different health patterns, and therecan be many and various reasons for these differences. This thesis therefore evaluates theimpact of gender equality on health. To do this, we must be able to measure gender equality.In this thesis, we develop two new measurements of gender equality and evaluate the relationshipbetween gender equality and health. Methods: Two cross-sectional studies, one register-based and one survey study, are used tocompare...

  11. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Asscociation

    2015-01-01

    Make your voice heard, support your candidates! Be many to vote and to elect the new Staff Council. By doing so, you will be encouraging the men and women who will represent you over the next two years and they will without doubt appreciate your gratitude. The voting takes place from the 26th of October to the 9th of November, at noon at https://ap-vote.web.cern.ch/elections-2015.   Elections Timetable Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Tuesday 8 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. Candidates for the 2015 elections

  12. Equal pay for work of equal value in terms of the Employment Equity ...

    African Journals Online (AJOL)

    Equal pay is an area of employment law that is complex and not easily understood. This complexity is recognised by the International Labour Organisation (ILO), which notes that equal pay for work of equal value has proved to be difficult to understand, both with regard to what it entails and in its application. Amendments ...

  13. Equality Hypocrisy, Inconsistency, and Prejudice: The Unequal Application of the Universal Human Right to Equality

    Science.gov (United States)

    2015-01-01

    In Western culture, there appears to be widespread endorsement of Article 1 of the Universal Declaration of Human Rights (which stresses equality and freedom). But do people really apply their equality values equally, or are their principles and application systematically discrepant, resulting in equality hypocrisy? The present study, conducted with a representative national sample of adults in the United Kingdom (N = 2,895), provides the first societal test of whether people apply their value of “equality for all” similarly across multiple types of status minority (women, disabled people, people aged over 70, Blacks, Muslims, and gay people). Drawing on theories of intergroup relations and stereotyping we examined, relation to each of these groups, respondents’ judgments of how important it is to satisfy their particular wishes, whether there should be greater or reduced equality of employment opportunities, and feelings of social distance. The data revealed a clear gap between general equality values and responses to these specific measures. Respondents prioritized equality more for “paternalized” groups (targets of benevolent prejudice: women, disabled, over 70) than others (Black people, Muslims, and homosexual people), demonstrating significant inconsistency. Respondents who valued equality more, or who expressed higher internal or external motivation to control prejudice, showed greater consistency in applying equality. However, even respondents who valued equality highly showed significant divergence in their responses to paternalized versus nonpaternalized groups, revealing a degree of hypocrisy. Implications for strategies to promote equality and challenge prejudice are discussed. PMID:25914516

  14. Equality Hypocrisy, Inconsistency, and Prejudice: The Unequal Application of the Universal Human Right to Equality.

    Science.gov (United States)

    Abrams, Dominic; Houston, Diane M; Van de Vyver, Julie; Vasiljevic, Milica

    2015-02-01

    In Western culture, there appears to be widespread endorsement of Article 1 of the Universal Declaration of Human Rights (which stresses equality and freedom). But do people really apply their equality values equally, or are their principles and application systematically discrepant, resulting in equality hypocrisy? The present study, conducted with a representative national sample of adults in the United Kingdom ( N = 2,895), provides the first societal test of whether people apply their value of "equality for all" similarly across multiple types of status minority (women, disabled people, people aged over 70, Blacks, Muslims, and gay people). Drawing on theories of intergroup relations and stereotyping we examined, relation to each of these groups, respondents' judgments of how important it is to satisfy their particular wishes, whether there should be greater or reduced equality of employment opportunities, and feelings of social distance. The data revealed a clear gap between general equality values and responses to these specific measures. Respondents prioritized equality more for "paternalized" groups (targets of benevolent prejudice: women, disabled, over 70) than others (Black people, Muslims, and homosexual people), demonstrating significant inconsistency. Respondents who valued equality more, or who expressed higher internal or external motivation to control prejudice, showed greater consistency in applying equality. However, even respondents who valued equality highly showed significant divergence in their responses to paternalized versus nonpaternalized groups, revealing a degree of hypocrisy. Implications for strategies to promote equality and challenge prejudice are discussed.

  15. Scandinavian Approaches to Gender Equality in Academia

    DEFF Research Database (Denmark)

    Nielsen, Mathias Wullum

    2017-01-01

    surrounding these activities, the article provides new insights into the respective strategies for governing and promoting the advancement of women researchers. In doing so, it exposes some interesting disparities among the cases and shows how Norwegian and Swedish gender equality activities revolve around......This study investigates how Denmark, Norway, and Sweden approach issues of gender equality in research differently. Based on a comparative document analysis of gender equality activities in six Scandinavian universities, together with an examination of the legislative and political frameworks...

  16. Gender Equality, Citizenship and Human Rights

    DEFF Research Database (Denmark)

    This comparative volume examines the ways in which current controversies and political, legal, and social struggles for gender equality raise conceptual questions and challenge our thinking on political theories of equality, citizenship and human rights. Bringing together scholars and activists who...... reflect upon challenges to gender equality, citizenship, and human rights in their respective societies; it combines theoretical insights with empirically grounded studies. The volume contextualises feminist political theory in China and the Nordic countries and subsequently puts it into a global...... perspective. It tackles a complex set of tensions across a dense and shifting landscape and addresses issues including labour, health, democracy, homosexuality, migration and racism....

  17. Spatially extended sound equalization in rectangular rooms

    DEFF Research Database (Denmark)

    Santillan, Arturo Orozco

    2001-01-01

    of broadband signals can be achieved by the simulation of a traveling plane wave using FIR filters. The optimal solution has been calculated following the traditional least-squares approximation, where a modeling delay has been applied to minimize reverberation. An advantage of the method is that the sound......The results of a theoretical study on global sound equalization in rectangular rooms at low frequencies are presented. The zone where sound equalization can be obtained is a continuous three-dimensional region that occupies almost the complete volume of the room. It is proved that the equalization...

  18. Land Governance, Gender Equality and Development

    DEFF Research Database (Denmark)

    Ravnborg, Helle Munk; Spichiger, Rachel; Broegaard, Rikke Brandt

    2016-01-01

    pursued in these reforms and examines the role played by donor cooperation. Despite significant progress in developing land legislation that upholds gender equality, implementation often does not follow suit, and women still face discrimination. Based on country case studies, the article identifies six......Most land governance reforms seek to enhance tenure security, encourage investments and thereby promote economic growth. Increasingly, land reforms attempt to secure women's and other vulnerable groups' access to land. This article reviews the extent to which gender equality in land tenure has been...... challenges, which should be addressed to achieve gender equality in land tenure....

  19. Towards mobile staff members management

    Science.gov (United States)

    Encheva, Sylvia

    2017-07-01

    Todays project management requires a number of abilities which involve finding quick solutions to shortage of staff members with possession of specific qualities. When persons with team responsibilities are under pressure or due to various circumstances are unable to perform exhaustive search in databases, an interactive visualization tool can come in quite handy in finding good solutions unforeseen occurrences. In particular we propose application of selected graphs for facilitating mobile human resource management.

  20. Managing a multicultural radiology staff.

    Science.gov (United States)

    Davidhizar, R; Dowd, S; Giger, J

    1997-01-01

    Opportunities for minorities in healthcare increased with the Civil Rights movement in the 1960s. More recently, funds from the U.S. Public Health Service have been targeted toward disadvantaged minorities. The workforce in healthcare, and in business in general, has become increasingly multicultural. Much of the literature in healthcare management lacks practical guidelines for managing a diverse workforce. Communication, both verbal and nonverbal, and culture are closely intertwined. Managers, as they develop multicultural teams, will need to understand how culture influences communication in their organizations. Space, spatial behavior, and cultural attitudes influence people's behavior. This is a particularly important consideration for a radiology staff, which must often work in close quarters. For some cultural groups, the family as an organization has more significance than even personal, work-related or national causes. People's orientation to time, whether for the past, present or future, is usually related to the culture in which they grew up. Again, this may become an important issue for a radiology administrator whose organization must run punctually and time-efficiently. How patients feel about their environment, whether they believe they are in control or believe in an external locus of control, is of particular interest to those who attempt therapeutic changes in a patient's healthcare. Does the patient believe that illness is divine will or that suffering is intrinsic to the human condition? There is increasing research in the United States to show that people do differ biologically according to race. Such differences exist among patients as well as among staff members. It has been popular to assume that differences among races do not exist. Unfortunately such an attitude does not allow for different attributes and responses of individuals. Managing a multicultural staff presents a challenge to administrators who must be skilled in working with

  1. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    Elections Timetable Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   Global CERN Career paths AA - G 14     Number of seats for fellows representatives Global CERN 5 For more informat...

  2. 2015 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2015-01-01

    Elections Timetable Monday 21 September, at noon Start date for receipt of the application Friday 16 October, at noon Closing date for receipt of the applications Monday 26 October, at noon Start date for voting Monday 9 November, at noon Closing date for voting Monday 16 and Monday 23 November, publication of the results in Echo Monday 23 and Tuesday 24 November Staff Association Assizes Tuesday 1st December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 16 and 24 November. During its meeting of March 17 2015, the Staff Council approved the election rules, which define the allocation of seats in each department, as follows:   Number of seats in the electoral colleges Departments BE EN TE DG/DGS FP GS HR/PF IT PH Career paths AA - D 2 3 3 1 1 2 1 1 2 Career paths E - G 2 2 2 1 1 1 1 2 3   ...

  3. 28 CFR 505.4 - Calculation of assessment by unit staff.

    Science.gov (United States)

    2010-07-01

    .... 505.4 Section 505.4 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE GENERAL... to or less than the poverty level, as established by the United States Department of Health and Human... above the poverty level, Unit Team staff are to impose a fee equal to the inmate's assets above the...

  4. Observations on gender equality in a UK Earth Sciences department

    Science.gov (United States)

    Imber, Jonathan; Allen, Mark; Chamberlain, Katy; Foulger, Gillian; Gregory, Emma; Hoult, Jill; Macpherson, Colin; Winship, Sarah

    2016-04-01

    The progress of women to senior positions within UK higher education institutes has been slow. Women are worst represented in science, engineering and technology disciplines, where, in 2011, only 15% of professors were female. The national position is reflected in the Department of Earth Sciences at Durham University. The Department's gender profile shows steadily increasing proportions of females from undergraduate (ca. 38%) to postgraduate (ca. 42%) to postdoctoral (ca. 45%) levels, before dropping sharply with increasing seniority to 33% (n=1), 14% (n=1), 14% (n=1) and 13% (n=2), respectively, of lecturers, senior lecturers, readers and professors. The data suggest there is no shortage of talented female postgraduates and postdoctoral researchers; however, females are not applying, not being shortlisted, or not being appointed to academic roles in the expected proportions. Analysis of applications to academic positions in the Department during the period 2010-2015 suggests that "head hunting" senior academics, in some cases driven by external factors such as the UK Research Excellence Framework, resulted in a small proportion (between 0% and 11%) of female applicants. These results can be explained by the small number of senior female Earth Scientists nationally and, probably, internationally. Junior lectureship positions attracted between 24% and 33% female applicants, with the greatest proportion of females applying where the specialism within Earth Sciences was deliberately left open. In addition to these externally advertised posts, the Department has had some success converting independent research Fellowships, held by female colleagues, into permanent academic positions (n=2 between 2010 and 2015). Data for academic promotions show there is a significant negative correlation between year of appointment to first academic position within the Department (r=0.81, n=19, pgender equality issues, and greater awareness of conscious and unconscious biases against

  5. Gender equality mainstreaming: Implications for poverty reduction ...

    African Journals Online (AJOL)

    Gender equality mainstreaming: Implications for poverty reduction and sustainable development in Abia State of Nigeria. ... Empowerment of women when pursued beyond mere rhetoric and instrumentation, it will improve their wellbeing, self esteem, resource allocation, political voice and increased productivity generally.

  6. Equal Remuneration Convention (ILO No. 100).

    Science.gov (United States)

    1989-01-01

    The government of Uruguay ratified this UN International Labor Organization convention on equal remuneration on November 16, 1989, and the Government of Zimbabwe ratified this Convention on December 14, 1989.

  7. Steroid Treatments Equally Effective Against Sudden Deafness

    Science.gov (United States)

    ... 6, 2011 Steroid Treatments Equally Effective Against Sudden Deafness Injecting steroids into the middle ear works just ... when it comes to restoring hearing for sudden deafness patients. This finding, the result of a large ...

  8. Valuing Equality in Irish Social Care

    Directory of Open Access Journals (Sweden)

    Niall Hanlon

    2009-01-01

    Full Text Available In this article the author critiques Irish social care by presenting an equality perspective on practice. An equality perspective involves developing emancipatory practices, that is, ways of helping that provide egalitarian solutions and outcomes. Although emancipatory values are often contrasted with traditional social care values, the author seeks a pragmatic and integrated approach to emancipatory practices rather than a restatement of traditional dichotomies. Emancipatory practice begins with an appreciation of the nature and relevance of inequalities on the lives of diverse social care users. Building a commitment to equality within social care education and practice is an important step in altering many individual and institutional social care practices by focussing on equality processes and outcomes as central social care objectives. Using a well credited framework that outlines five dimensions of inequality (Baker, Lynch, Cantillon and Walsh, 2004, the author argues that social care educators and practitioners need to debate the issues raised and develop emancipatory practices.

  9. Girls' Education and Gender Equality. Factsheet

    Science.gov (United States)

    Global Partnership for Education, 2016

    2016-01-01

    This brief fact sheet presents benefits of investing in gender equality, how the Global Partnership for Education (GPE) supports inclusive and equitable quality education, as well as the results it has achieved.

  10. Implementation of the Midway Image Equalization

    Directory of Open Access Journals (Sweden)

    Thierry Guillemot

    2016-06-01

    Full Text Available In this paper, we present the detailed algorithm of the Midway Image Equalization giving to a pair of images the same histogram while maintaining as much as possible their previous gray dynamics. The midway equalization is primarily designed for gray level images, but can be applied channel-wise to color images. This method is easy to implement, fast to compute, fully automatic and requires no parameter.

  11. Social partners and gender equality in Europe

    OpenAIRE

    Tilly, Pierre; Weber, Tina

    2014-01-01

    The growing participation of women in the labour market has prompted changes in the way European social partner organisations tackle gender issues. Their organisational and collective bargaining structures – historically dominated by men – have had to adapt to include gender equality issues. This report examines the extent to which gender equality is incorporated by the social partners in their organisations and in their policymaking at European and national level. It explores the differences...

  12. Justifications of Gender Equality in Academia

    DEFF Research Database (Denmark)

    Nielsen, Mathias Wullum

    2014-01-01

    and Swedish universities juxtapose arguments of utility, innovation, justice, and anti-discrimination, the Danish universities primarily refer to aspects of competitiveness, utility, and innovation when justifying activities on gender equality. The article suggests that the lack of justice......-oriented perspectives in the Danish statements is an illustrative example of how neo-liberal managerial ideas about work-place productivity and creativity entail new and more instrumental approaches to gender equality issues in academia....

  13. Stylistic Analysis of Maya Angelou's Equality

    OpenAIRE

    isti'anah, arina

    2017-01-01

    This research presented the stylistic analysis of a poem by Maya Angelou, Equality. The poem was chosen as it became Angelou's one of well-known poems. The Stylistic analysis aimed at comprehending the meanings of either literary or non-literary text by means of observing the language device used in the texts. In this article, the stylistic analysis was conducted to analyze Maya Angelou's Equality. To achieve the goal of stylistic analysis, there were some language levels to observe; they wer...

  14. Strategies and best practices for staff renewal

    International Nuclear Information System (INIS)

    Cottingham, C.

    2007-01-01

    This paper discusses the strategies and best practices for staff renewal in the electricity sector. Strategic initiatives for staff renewal include strategic recruiting, succession planning, employee relations, knowledge management and strategic partnerships

  15. The Joint Staff Officer's Guide 2000

    National Research Council Canada - National Science Library

    2000-01-01

    The Joint Forces Staff College (JFSC) educates staff officers and other leaders in joint operational-level planning and warfighting and instills a commitment to joint, multinational, and interagency teamwork, attitudes, and perspectives...

  16. Marriage equality is a mental health issue.

    Science.gov (United States)

    Kealy-Bateman, Warren; Pryor, Lisa

    2015-10-01

    We aim to review marriage equality in New Zealand and Australia and critically evaluate the health impact of such a legal change. We undertook a review of the literature using the search terms "marriage equality", "same sex marriage" and "gay marriage" in combination with "health", "wellbeing", "psych*", "mental illness" and "distress". This search included medical literature, legal literature and mass media. This review indicates that Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) people disproportionately face negative health stressors and negative health events compared with the general population and this is related to the stress of being a stigmatised minority group. The evidence strongly supports the proposition that marriage equality is related to improved health outcomes. A diverse range of professional health groups advocate for the legislative progression to marriage equality. The authors found no evidence that marriage equality harms opposite-sex marriage. Marriage equality is still lacking in Australia and as a positive correlate of health should be strongly supported. © The Royal Australian and New Zealand College of Psychiatrists 2015.

  17. [Gender equality activity in the Bioimaging Society].

    Science.gov (United States)

    Suzaki, Etsuko

    2013-09-01

    Gender equality activity in the Bioimaging Society was initiated in 2005 when it joined the Japan Inter-Society Liaison Association Committee for Promoting Equal Participation of Men and Women in Science and Engineering (EPMEWSE). The Gender Equality Committee of the Bioimaging Society is acting on this issue by following the policy of the EPMEWSE, and has also been planning and conducting lectures at annual meetings of the society to gain the understanding, consents, and cooperation of the members of the society to become conscious of gender equality. Women's participation in the society has been promoted through the activities of the Gender Equality Committee, and the number of women officers in the society has since increased from two women out of 40 members in 2005 to five out of 44 in 2013. The activities of the Gender Equality Committee of the Japanese Association of Anatomists (JAA) have just started. There are more than 400 women belonging to the JAA. When these women members join together and collaborate, women's participation in the JAA will increase.

  18. Staff radiation exposure in radiation diagnostics

    International Nuclear Information System (INIS)

    Khakimova, N.U.; Malisheva, E.Yu.; Shosafarova, Sh.G.

    2010-01-01

    Present article is devoted to staff radiation exposure in radiation diagnostics. Data on staff radiation exposure obtained during 2005-2008 years was analyzed. It was found that average individual doses of staff of various occupations in Dushanbe city for 2008 year are at 0.29-2.16 mSv range. They are higher than the average health indicators but lower than maximum permissible dose. It was defined that paramedical personnel receives the highest doses among the various categories of staff.

  19. Become a staff delegate: why not you?

    CERN Multimedia

    Association du personnel

    2009-01-01

    Following a decision taken at the Staff Association General Assembly in May 2008, staff delegates are elected in the autumn of odd-numbered years. The next elections which will lead to a total renewal of the Staff Council will thus take place in November 2009. Will you be a candidate?

  20. Get the Staff You Need This Summer.

    Science.gov (United States)

    Phillips, Christy L.

    1997-01-01

    Strategies for recruiting camp staff include tailoring messages to the needs and interests of prospective staff; utilizing former staff; hiring older workers; encouraging parents, former campers, and special interest groups to volunteer; and offering competitive pay. Provides an example of a target population (Generation X, born 1963-83) and key…

  1. Strengthening Bullying Prevention through School Staff Connectedness

    Science.gov (United States)

    O'Brennan, Lindsey M.; Waasdorp, Tracy E.; Bradshaw, Catherine P.

    2014-01-01

    The growing concern about bullying and school violence has focused national attention on various aspects of school climate and school connectedness. The current study examined dimensions of staff connectedness (i.e., personal, student, staff, and administration) in relation to staff members' comfort intervening in bullying situations (e.g.,…

  2. Self Efficacy among University Academic Staff

    African Journals Online (AJOL)

    There was no significant difference between teaching staff and professional librarians on collective educators' self efficacy but significant difference existed between male and female academic staff on collective educators' self efficacy. The implication of the result in terms of collaborative work among academic staff was ...

  3. Short Communication Employee -Driven Staff Training and ...

    African Journals Online (AJOL)

    This paper examines the concept of staff training and development within the South African context. The changing labour legislation in South Africa makes it mandatory for the employer to provide training and development. However, staff have an important role to play in staff training and development. The paper gives an ...

  4. 28 CFR 551.32 - Staff supervision.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff supervision. 551.32 Section 551.32 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Inmate Organizations § 551.32 Staff supervision. (a) The Warden shall appoint a staff member as the...

  5. 13 CFR 400.105 - Staff.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Staff. 400.105 Section 400.105... Board Procedures § 400.105 Staff. (a) Executive Director. The Executive Director of the Board advises... with respect to the administration of the Board's actions, directs the activities of the staff, and...

  6. 13 CFR 500.105 - Staff.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Staff. 500.105 Section 500.105... LOAN PROGRAM Board Procedures § 500.105 Staff. (a) Executive Director. The Executive Director of the... direction with respect to the administration of the Board's actions, directs the activities of the staff...

  7. 20 CFR 900.5 - Staff.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff. 900.5 Section 900.5 Employees' Benefits JOINT BOARD FOR THE ENROLLMENT OF ACTUARIES STATEMENT OF ORGANIZATION § 900.5 Staff. (a) The... the Act and performs such other functions as the Board may delegate to him. (b) Members of the staffs...

  8. 14 CFR 1310.6 - Staff.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Staff. 1310.6 Section 1310.6 Aeronautics... GUARANTEED LOAN § 1310.6 Staff. (a) Executive Director. The Executive Director advises and assists the Board... administration of the Board's actions, directs the activities of the staff, and performs such other duties as the...

  9. Improving Staff Productivity in Mental Health Centers.

    Science.gov (United States)

    Southern Regional Education Board, Atlanta, GA.

    This guide is concerned with productivity measurement and improvement in mental health centers, and focuses on the relationship between service outputs and available clinical staff, i.e., staff productivity. Staff productivity measures are described as useful in identifying existing levels of productivity, making comparisons to determine the…

  10. The operating staff of nuclear power plants

    International Nuclear Information System (INIS)

    Schlegel, G.; Christ, W.

    1988-01-01

    The training of its staff is one of the pillars of the safe and economical operation of a power plant. This is why power plant owners began to systematically train their staff already in the 50s, and why they created central training facilities. Staff members who have undergone this training make an indispensable contribution to the acceptedly high safety and availability of German power plants. The substantial cost of creating training facilities and of schooling plant staff is considered to be an investment for the future. Low labour turnover permits careful observation and development of staff and leads to a high standard of knowledge and experience. (orig./HSCH) [de

  11. Multicultural Challenges - new gender equality dilemmas

    DEFF Research Database (Denmark)

    Siim, Birte

    In my research have been interested in exploring tensions between diversity and gender equality from a theoretical and comparative approach, looking at the Nordic welfare, citizenship and gender regimes from a cross-national European perspective. In this key-note presentation I draw on results an....... In the last section I argue that one solution to the new gender equality dilemma posed by increased diversity among women is a simultaneous re-framing of multiculturalism and gender equality.......In my research have been interested in exploring tensions between diversity and gender equality from a theoretical and comparative approach, looking at the Nordic welfare, citizenship and gender regimes from a cross-national European perspective. In this key-note presentation I draw on results...... and inspiration from a number of comparative research projects and networks. In the following I address three issues that have been central in academic debates: 1) The challenges from multiculturalism to gender equality, 2) gendering citizenship and migration and 3) Nordic feminist debates about diversity...

  12. Domestic gender equality and childbearing in Sweden

    Directory of Open Access Journals (Sweden)

    Frances Goldscheider

    2013-12-01

    Full Text Available Background: Sweden, which is among the most gender-equal societies in the world, combines 'modern' family patterns such as unmarried cohabitation, delayed parenthood, high maternal labor force participation, and high break-up rates - all usually linked with low birth rates - with relatively high fertility. Sweden also has a high level of shared parental responsibility for home and children. Objective: After decades of late 20th century research showing that increasing gender equality in the workplace was linked with lower fertility, might gender equality in the home increase fertility? Methods: Using data from the Swedish Young Adult Panel Study (YAPS, we use Cox regression to examine the effects on first, second, and third births of 1 holding attitudes about sharing equally in the care of the home and children, and 2 actual sharing in these domestic tasks. Results: Our analysis shows that, measuring attitudes before the transition to parenthood and actual practice four years later, it is inconsistency between sharing attitudes and the actual division of housework that reduces the likelihood of continued childbearing, especially on second births among women. Conclusions: As women are most likely to confront an inconsistent situation, with egalitarian ideals in a household without equal sharing, it is clear that having a partner who does not share housework is depressing Swedish fertility.

  13. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral colle...

  14. 2011 Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2011-01-01

    Elections Timetable Starting with Echo of 26 September, posters, etc. call for applications Wednesday 26 October, at noon closing date for receipt of the application Monday 31 October, at noon start date for voting Monday 14 November, at noon closing date for voting Monday 21 November, publication of the results in Echo Tuesday 22 and Wednesday 29 November Staff Association Assizes Tuesday 6 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure will be monitored by the Election Committee, which is also in charge of announcing the results in Echo on 21 November. In its meeting on 19 September 2011, the Electoral Commission decided on the following distribution of seats in colleges 0.1 to 0.6: Sector Department Career path AA – A – B – C – D Career path E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 18 si&e...

  15. 2013 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections Timetable Starting with Echo of 16 September, posters, etc. call for applications Monday 21 October, at noon closing date for receipt of the applications Monday 28 October, at noon start date for voting Monday 11 November, at noon closing date for voting Monday 18 and Monday 25 November, publication of the results in Echo Tuesday 19 November Staff Association Assizes Tuesday 3 December, at 10.00 a.m. first meeting of the new Staff Council and election of the new Executive Committee The voting procedure is monitored by the Election Committee, which is also in charge of announcing the results in Echo on 18 and 25 November. n its meeting on 11 September 2013, the Electoral Commission decided on the following distribution of seats in colleges O.1 to O.6: Sectors Departments Career paths AA – A – B – C – D Career paths E – F – G – H Accelerators and Technology BE TE EN Electoral college 0.1 13 si&...

  16. Quantum nonequilibrium equalities with absolute irreversibility

    Science.gov (United States)

    Funo, Ken; Murashita, Yûto; Ueda, Masahito

    2015-07-01

    We derive quantum nonequilibrium equalities in absolutely irreversible processes. Here by absolute irreversibility we mean that in the backward process the density matrix does not return to the subspace spanned by those eigenvectors that have nonzero weight in the initial density matrix. Since the initial state of a memory and the postmeasurement state of the system are usually restricted to a subspace, absolute irreversibility occurs during the measurement and feedback processes. An additional entropy produced in absolutely irreversible processes needs to be taken into account to derive nonequilibrium equalities. We discuss a model of a feedback control on a qubit system to illustrate the obtained equalities. By introducing N heat baths each composed of a qubit and letting them interact with the system, we show how the entropy reduction via feedback control can be converted into work. An explicit form of extractable work in the presence of absolute irreversibility is given.

  17. Ethics, equality and evidence in health promotion

    DEFF Research Database (Denmark)

    Vallgårda, Signild

    2014-01-01

    Abstract Aim: The Danish National Board of Health has expressed its commitment to social equality in health, evidence-informed health promotion and public health ethics, and has issued guidelines for municipalities on health promotion, in Danish named prevention packages.The aim of this article...... is to analyse whether the Board of Health adheres to ideals of equality, evidence and ethics in these guidelines. Methods: An analysis to detect statements about equity, evidence and ethics in 10 health promotion packages directed at municipalities with the aim of guiding the municipalities towards evidence......-informed disease prevention and health promotion. Results: Despite declared intentions of prioritizing social equality in health, these intentions are largely absent from most of the packages.When health inequalities are mentioned, focus is on the disadvantaged or the marginalized. Several interventions...

  18. Implementing Democratic Equality in Political Parties

    DEFF Research Database (Denmark)

    Bolleyer, Nicole; von Nostitz, Felix-Christopher; Little, Conor

    2015-01-01

    This article theorises and empirically assesses some important intra-organisational implications of maximising democratic equality in political parties both between followers and members and between members and elites. They include weak member commitment, passivity of the rank-and-file membership...... and – depending on party structure – high levels of internal conflict. To substantiate the arguments, two parties that implement principles of democratic equality in their organisations are examined: the Swedish and German Pirate parties. These cases show, first, that while organisational structures implementing...... norms of equality allowed them to rapidly mobilise a considerable following, the same structures systematically reduced their capacity to consolidate support in the longer term – a weakness that might eventually put these parties' survival at risk. Second, they show that differences in the extent...

  19. All Are Equal, but Some Are More Equal than Others: Managerialism and Gender Equality in Higher Education in Comparative Perspective

    Science.gov (United States)

    Teelken, Christine; Deem, Rosemary

    2013-01-01

    The main purpose of this paper is to investigate what impact new regimes of management and governance, including new managerialism, have had on perceptions of gender equality at universities in three Western European countries. While in accordance with national laws and EU directives, contemporary current management approaches in universities…

  20. All are equal, but some are more equal than others: Managerialism and gender equality in higher education in comparative perspective

    NARCIS (Netherlands)

    Teelken, J.C.; Deem, R.

    2013-01-01

    The main purpose of this paper is to investigate what impact new regimes of management and governance, including new managerialism, have had on perceptions of gender equality at universities in three Western European countries. While in accordance with national laws and EU directives, contemporary

  1. Gender Equality & Work: Are We There Yet?

    Directory of Open Access Journals (Sweden)

    Indira Hasanovic

    2015-01-01

    Full Text Available Gender is a social construct that outlines the roles, behaviors, activities and features that a particular society believes are appropriate for men and women. Gender equality is necessary in order to ensure a fair and productive labor market. Even though, Bosnia and Herzegovina has established legal framework including gender equality laws, women are still facing barriers to participation in the labor market. This research paper will indicate what are the main challenges behind the low participation of women in the labor market. It will provide information on gender differences; the main challenges, and also emphasize gender stereotypes which are contributing the gendered division in labor market.

  2. Multigradient for Neural Networks for Equalizers

    Directory of Open Access Journals (Sweden)

    Chulhee Lee

    2003-06-01

    Full Text Available Recently, a new training algorithm, multigradient, has been published for neural networks and it is reported that the multigradient outperforms the backpropagation when neural networks are used as a classifier. When neural networks are used as an equalizer in communications, they can be viewed as a classifier. In this paper, we apply the multigradient algorithm to train the neural networks that are used as equalizers. Experiments show that the neural networks trained using the multigradient noticeably outperforms the neural networks trained by the backpropagation.

  3. Hospital staff experiences of their relationships with adults who self-harm: A meta-synthesis.

    Science.gov (United States)

    O'Connor, Sophie; Glover, Lesley

    2017-09-01

    This review aimed to synthesize qualitative literature exploring inpatient hospital staff experiences of their relationships with people who self-harm. Nine studies were identified from a systematic search of five research databases. Papers included the experiences of physical health and mental health staff working in inpatient settings. The studies employed various qualitative research methods and were appraised using an adapted quality assessment tool (Tong, Sainsbury, & Craig, 2007). A meta-synthesis was conducted using traditional qualitative analysis methods including coding and categorizing data into themes. Three main themes derived from the data. 'The impact of the system' influenced the extent to which staff were 'Fearing the harm from self-harm', or were 'Working alongside the whole person'. A fear-based relationship occurred across mental health and physical health settings despite differences in training; however, 'Working alongside the whole person' primarily emerged from mental health staff experiences. Systemic factors provided either an inhibitory or facilitative influence on the relational process. Staff experiences of their relationship with people who self-harm were highlighted to have an important impact on the delivery and outcome of care. Increasing support for staff with a focus on distress tolerance, managing relational issues, and developing self-awareness within the relationship may lead to a more mutually beneficial experience of care. Equally, structure, clarity, and support within inpatient systems may empower staff to feel more confident in utilizing their existing skills. Working with people who self-harm can be emotionally challenging and how staff cope with this can significantly impact on the engagement of staff and patients. Increasing the skills of staff in managing relational issues and tolerating distress, as well as providing support and reflective practice groups may be useful in managing emotional responses to working with

  4. The role of the psychiatrist: job satisfaction of medical directors and staff psychiatrists.

    Science.gov (United States)

    Ranz, J; Stueve, A; McQuistion, H L

    2001-12-01

    In a previous survey of Columbia University Public Psychiatry Fellowship alumni, medical directors reported experiencing higher job satisfaction compared to staff psychiatrists. To further this inquiry, the authors conducted an expanded survey among the membership of the American Association of Community Psychiatrists (AACP). We mailed a questionnaire to all AACP members. Respondents categorized their positions as staff psychiatrist, program medical director or agency medical director, and rated their overall job satisfaction. The form also included a number of demographic and job characteristic items. Of 479 questionnaires mailed, a total of 286 individuals returned questionnaires (61%-12 forms were undeliverable). As in our previous survey, medical directors experience significantly higher job satisfaction compared to staff psychiatrists. Program and agency medical directors do not differ significantly. In addition, job satisfaction is strongly and negatively correlated with age for staff psychiatrists but not for medical directors. This survey strengthens the previously reported advantage medical directors have over staff psychiatrists regarding job satisfaction. The finding that job satisfaction decreases with increasing age of staff psychiatrists but not medical directors is particularly interesting, suggesting that staff psychiatrist positions may come to be regarded as "dead-end" over time. Psychiatrists are advised to seek promotions to program medical director positions early in their careers, since these positions are far more available, and provide equal job satisfaction, compared to agency medical director positions.

  5. All About Audio Equalization: Solutions and Frontiers

    Directory of Open Access Journals (Sweden)

    Vesa Välimäki

    2016-05-01

    Full Text Available Audio equalization is a vast and active research area. The extent of research means that one often cannot identify the preferred technique for a particular problem. This review paper bridges those gaps, systemically providing a deep understanding of the problems and approaches in audio equalization, their relative merits and applications. Digital signal processing techniques for modifying the spectral balance in audio signals and applications of these techniques are reviewed, ranging from classic equalizers to emerging designs based on new advances in signal processing and machine learning. Emphasis is placed on putting the range of approaches within a common mathematical and conceptual framework. The application areas discussed herein are diverse, and include well-defined, solvable problems of filter design subject to constraints, as well as newly emerging challenges that touch on problems in semantics, perception and human computer interaction. Case studies are given in order to illustrate key concepts and how they are applied in practice. We also recommend preferred signal processing approaches for important audio equalization problems. Finally, we discuss current challenges and the uncharted frontiers in this field. The source code for methods discussed in this paper is made available at https://code.soundsoftware.ac.uk/projects/allaboutaudioeq.

  6. Source placement for equalization in small enclosures

    DEFF Research Database (Denmark)

    Stefanakis, Nick; Sarris, J.; Cambourakis, G.

    2008-01-01

    ) but not with those that will deteriorate it (the "undesired" modes). Simulation results in rectangular rooms and in a car cavity show the benefits of source placement in terms of reduced overall error and increased spatial robustness in the equalization process. Additional benefits, which can be derived by proper...

  7. Gender Equality Policies and Higher Education Careers

    Science.gov (United States)

    Berggren, Caroline

    2011-01-01

    Gender equality policies regulate the Swedish labour market, including higher education. This study analyses and discusses the career development of postgraduate students in the light of labour market influences. The principle of gender separation is used to understand these effects. Swedish register data encompassing information on 585…

  8. Emancipation and Equality: A Critical Genealogy

    NARCIS (Netherlands)

    Scott, Joan Wallach

    2012-01-01

    I have been suggesting that the deployment of the language of sexual emancipation and gender equality to dismiss Muslim claims for recognition as full members of the nation-states of Western Europe in which so many have now for so long resided, needs to be read not simply as Islamophobia (which

  9. Caring Fathers and Gender (In)Equality?

    Czech Academy of Sciences Publication Activity Database

    Maříková, Hana

    2008-01-01

    Roč. 48, č. 162 (2008), s. 135-152 ISSN 1231-1413 R&D Projects: GA AV ČR IAA700280504 Institutional research plan: CEZ:AV0Z70280505 Keywords : fathering * gender in/equality * hegemonic masculinity * shared parenting Subject RIV: AO - Sociology, Demography Impact factor: 0.118, year: 2008

  10. Educational Technology: A Presupposition of Equality?

    Science.gov (United States)

    Orlando, Joanne

    2014-01-01

    The work of philosopher Jacques Rancière is used conceptually and methodologically to frame an exploration of the driving interests in educational technology policy and the sanctioning of particular discursive constructions of pedagogy that result. In line with Rancière's thinking, the starting point for this analysis is that of equality--that…

  11. Court Reaffirms TIAA Must Pay Equal Pensions.

    Science.gov (United States)

    Fields, Cheryl M.

    1984-01-01

    A second court decision supporting the payment of equal retirement pensions to men and women through the Teachers Insurance Annuities Association and College Retirement Equities Fund for retirees, effective after May 1, 1980, is discussed. This federal appeals court decision allows limited retroactivity. (MSE)

  12. Political Liberalism, Linguistic Diversity and Equal Treatment

    Science.gov (United States)

    Bonotti, Matteo

    2017-01-01

    This article explores the implications of John Rawls' political liberalism for linguistic diversity and language policy, by focusing on the following question: what kind(s) of equality between speakers of different languages and with different linguistic identities should the state guarantee under political liberalism? The article makes three…

  13. Wireline equalization using pulse-width modulation

    NARCIS (Netherlands)

    Schrader, J.H.R.; Klumperink, Eric A.M.; Visschers, J.L.; Nauta, Bram

    2006-01-01

    Abstract-High-speed data links over copper cables can be effectively equalized using pulse-width modulation (PWM) pre-emphasis. This provides an alternative to the usual 2-tap FIR filters. The use of PWM pre-emphasis allows a channel loss at the Nyquist frequency of ~30dB, compared to ~20dB for a

  14. Great Constitutional Ideas: Justice, Equality, and Property.

    Science.gov (United States)

    Starr, Isidore

    1987-01-01

    Examines the ideas of justice, equality, and property as they are represented in the Declaration of Independence, the U.S. Constitution and the Bill of Rights. Discusses how these ideas affect the way public schools operate and the lessons educators teach or don't teach about our society. Includes ideas for classroom activities. (JDH)

  15. Achieving gender equality: development versus historical legacies

    NARCIS (Netherlands)

    Dilli, S.; Rijpma, A.; Carmichael, S. G.

    2014-01-01

    Economic development is often held to be beneficial for gender equality. However, there is good reason to believe that persistent institutions such as religion, legal traditions, and family practices, also matter. This article provides an empirical assessment of the relative importance of

  16. Equality of Opportunity for Well-Being

    DEFF Research Database (Denmark)

    Mahler, Daniel Gerszon; Ramos, Xavier

    2017-01-01

    individuals have equal opportunities to achieve a high level of well-being. We use the German Socio-Economic Panel to measure well-being in four different ways including incomes. This makes it possible to determine if the way well-being is measured matters for identifying who the opportunity...

  17. Turbo Equalization for Digital Coherent Receivers

    DEFF Research Database (Denmark)

    Arlunno, Valeria; Caballero Jambrina, Antonio; Borkowski, Robert

    2014-01-01

    . In this paper, it is demonstrated that Turbo Equalization routines can be used to mitigate performance degradations stemming from optical fiber propagation effects both in optical fiber dispersion managed and unmanaged coherent detection links. The effectiveness of this solution is analyzed both numerically...

  18. CULTURE, TRADITION, CUSTOM, LAW AND GENDER EQUALITY

    African Journals Online (AJOL)

    JMaluleke

    2005-10-18

    Oct 18, 2005 ... delivered at the Conference of the South African Chapter of the International Association of .... 15. Ukuthwala. 16 and other customary practices which have the impact of undermining the constitutional guarantee of gender equality. 17. However, the provisions .... 3.6 The Transkei Penal Code 9 of 1983.

  19. 76 FR 41590 - Equal Credit Opportunity

    Science.gov (United States)

    2011-07-15

    ... Rule generally requires a creditor to provide a risk-based pricing notice to a consumer when the.... SUMMARY: Section 701 of the Equal Credit Opportunity Act (ECOA) requires a creditor to notify a credit... content required by both the ECOA and the FCRA adverse action provisions, so that creditors can use the...

  20. Research staff and public engagement

    DEFF Research Database (Denmark)

    Davies, Sarah Rachael

    2013-01-01

    Public engagement plays an important role in the contemporary UK academy, and is promoted through initiatives such as Beacons of Public Engagement and research grant 'Pathways to Impact'. Relatively little is known, however, about academic experiences of such engagement activities. This study...... focuses on one staff group, contract researchers, to explore the perceived challenges and opportunities of public engagement. Qualitative and quantitative data-from a web-based survey and three focus groups-are used to show that, while engagement activities are often seen as rewarding, the challenges...... involved in participating in them are profound. While researchers report practical needs, such as for logistical support or communication training, key barriers relate to the conditions of contract research more generally, and specifically to job insecurity, transiency, and lack of autonomy....

  1. Evaluating Faculty Performance Under the Equal Pay for Equal Work Doctrine

    Science.gov (United States)

    Buzan, Bert Carl; Hunt, Thomas Lynn

    1976-01-01

    Faculty promotion and salary policies at the University of Texas at Austin are analyzed to determine whether male and female faculty members are rewarded equally for equal academic qualifications and performances. This regression analysis tends to support the discrimination hypothesis with respect to both promotion and salary policies. (Author/LBH)

  2. Troubling Gender Equality: Revisiting Gender Equality Work in the Famous Nordic Model Countries

    Science.gov (United States)

    Edström, Charlotta; Brunila, Kristiina

    2016-01-01

    This article concerns gender equality work, that is, those educational and workplace activities that involve the promotion of gender equality. It is based on research conducted in Sweden and Finland, and focuses on the period during which the public sector has become more market-oriented and project-based all over the Nordic countries. The…

  3. Module 11: Gender Equality & Social Exclusion Issues in Rural Development

    OpenAIRE

    Kenny, Michael

    2003-01-01

    1.1 Introduction 1.2 The Equality Argument 1.3 Equality and the Culture of Contentment 1.4 Rawls and the Theory of a Just Society 1.5 Equal Opportunities and the Equality Continuum 1.6 The Equality Context

  4. The operational staff during exercise RESUME-95

    Energy Technology Data Exchange (ETDEWEB)

    Jensen, J. [Jensen Consult, Virum (Denmark)

    1997-12-31

    With more than 100 participants entering the exercise RESUME-95 the Exercise Planning Committee decided to establish an operational staff named Directing Staff (DISTAFF) to ensure that the exercise plan was followed, the planned activities were carried out and to intervene if anything went wrong. In general the duties of the operational staff involve tasks such as secretarial assistance, keeping log of the progress of the situation and gathering, updating and distributing information on all aspects of the situation. Throughout the entire event it is the staff`s responsibility to keep a general view of the current situation and to make the necessary plans for the progress of the situation based on the available information. Furthermore the staff should ensure necessary contact to the public and to the media. (au).

  5. Measuring hospital medical staff organizational structure.

    Science.gov (United States)

    Shortell, S M; Getzen, T E

    1979-01-01

    Based on organization theory and the work of Roemer and Friedman, seven dimensions of hospital medical staff organization structure are proposed and examined. The data are based on a 1973 nationwide survey of hospital medical staffs conducted by the American Hospital Association. Factor analysis yielded six relatively independent dimensions supporting a multidimensional view of medical staff organization structure. The six dimensions include 1) Resource Capability, 2) Generalist Physician Contractual Orientation, 3) Communication/Control, 4) Local Staff Orientation, 5) Participation in Decision Making, and 6) Hospital-Based Physician Contractual Orientation. It is suggested that these dimensions can be used to develop an empirical typology of hospital medical staff organization structure and to investigate the relationship between medical staff organization and public policy issues related to cost containment and quality assurance. PMID:511580

  6. Gender Equality a case study of Sweden : Gender Equality Gender Equity and policies of combating inequality at workplace to make the society equal.

    OpenAIRE

    Sultan, Tipu

    2010-01-01

    The paper analyses Gender Equality, Gender Equity and policies of combating inequality at workplace to make the society equal as a case study of Sweden. The aim of paper is see the gender equality, gender equity, discrimination against women at workplace and to describe the policies combating inequality in the welfare state of Sweden. This work highlights the gender equality in terms of institutionalizing gender equality, gender equity, gender and pay gap, parental leave, gender and the pensi...

  7. Job Satisfaction Of Hospital Nursing Staff

    OpenAIRE

    Charlotte Pietersen

    2005-01-01

    Health care managers realize that job satisfaction impacts on nursing staff retention. This study examined the job satisfaction of nursing staff (N = 109) at a government hospital. Just more than half of the respondents were generally satisfied. Feelings that nursing is worthwhile and satisfying, and financial stability at the hospital could promote staff retention. Specific intrinsic - (promotion), and extrinsic factors (routinization, working conditions, pay, interaction with supervisors, a...

  8. The staff regulations of the Agency

    International Nuclear Information System (INIS)

    2002-01-01

    Following the first comprehensive review of the Provisional Staff Regulations conducted by the Secretariat, the Board of Governors approved on 12 June 2002 amendments to the Provisional Staff Regulations including the removal of the attribute 'provisional' from their title. The revised Staff Regulations of the Agency are set forth in this document for the information of all Members of the Agency. There is a subject index at the end of the document

  9. The relationship between empowerment and effectiveness of staff ...

    African Journals Online (AJOL)

    Effectiveness is one of the management concepts considered and studied always by management scientists and experts. The aim of this study was to investigate the effects of different dimensions of empowerment (servicing staff, staff monitoring, consulting staff, and training staff) on dimensions of effectiveness of staff (staff ...

  10. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2003-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows: as from 1 April 2003 • Article R II 1.19 - Types and duration of contracts of staff members (page 15) as from 1 July 2003 Implementation of the category of local staff members Copies of this update are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Division Tel. 74128

  11. Job Satisfaction Of Hospital Nursing Staff

    Directory of Open Access Journals (Sweden)

    Charlotte Pietersen

    2005-11-01

    Full Text Available Health care managers realize that job satisfaction impacts on nursing staff retention. This study examined the job satisfaction of nursing staff (N = 109 at a government hospital. Just more than half of the respondents were generally satisfied. Feelings that nursing is worthwhile and satisfying, and financial stability at the hospital could promote staff retention. Specific intrinsic - (promotion, and extrinsic factors (routinization, working conditions, pay, interaction with supervisors, and organizational support could impact negatively on retention. Management should use these findings as a basis for staff consultation, developmental strategies, and interventions. Future research on other nursing populations is recommended.

  12. TROUBLING GENDER EQUALITY: REVISITING GENDER EQUALITY WORK IN THE FAMOUS NORDIC MODEL COUNTRIES

    Directory of Open Access Journals (Sweden)

    Charlotta Edström

    2016-06-01

    Full Text Available This article concerns gender equality work, that is, those educational and workplace activities that involve the promotion of gender equality. It is based on research conducted in Sweden and Finland, and focuses on the period during which the public sector has become more market-oriented and project-based all over the Nordic countries. The consequences of this development on gender equality work have not yet been thoroughly analysed. Our joint empirical analysis is based on discourse-analytic methodology and two previous empirical studies. By analysing interviews conducted with people involved in gender equality work, this article emphasises the effects of market-oriented and project-based gender equality work in education and working life in Sweden and in Finland. The findings highlight an alliance between projectisation and heteronormativity that acts to regulate how gender equality ought to be talked about in order for its issues to be heard. A persistently constructed ‘remedy’ to ‘the gender equality problem’ is that girls and women are positioned as ‘needing’ to change more than boys and men, by adopting more traditionally ‘masculine manners’ and choosing to work in more ‘masculine sectors’. The findings also show that the constitutive forces of these discourses provide little leeway for critical perspectives.

  13. Fast histogram equalization for medical image enhancement.

    Science.gov (United States)

    Wang, Qian; Chen, Liya; Shen, Dinggang

    2008-01-01

    To overcome the problem that the histogram equalization can fail for discrete images, a local-mean based strict pixel ordering method has been proposed recently, although it is unpractical for 3D medical image enhancement due to its complex computation. In this paper, a novel histogram mapping method is proposed. It uses a fast local feature generation technique to establish a combined histogram that represents voxels' local means as well as grey levels. Different sections of the combined histogram, separated by individual peaks, are independently mapped into the target histogram scale under the constraint that the final overall histogram should be as uniform as possible. By using this method, the speed of histogram equalization is dramatically improved, and the satisfactory enhancement results are also achieved.

  14. Regionally adaptive histogram equalization of the chest.

    Science.gov (United States)

    Sherrier, R H; Johnson, G A

    1987-01-01

    Advances in the area of digital chest radiography have resulted in the acquisition of high-quality images of the human chest. With these advances, there arises a genuine need for image processing algorithms specific to the chest, in order to fully exploit this digital technology. We have implemented the well-known technique of histogram equalization, noting the problems encountered when it is adapted to chest images. These problems have been successfully solved with our regionally adaptive histogram equalization method. With this technique histograms are calculated locally and then modified according to both the mean pixel value of that region as well as certain characteristics of the cumulative distribution function. This process, which has allowed certain regions of the chest radiograph to be enhanced differentially, may also have broader implications for other image processing tasks.

  15. Propagating separable equalities in an MDD store

    DEFF Research Database (Denmark)

    Hadzic, Tarik; Hooker, John N.; Tiedemann, Peter

    2008-01-01

    We present a propagator that achieves MDD consistency for a separable equality over an MDD (multivalued decision diagram) store in pseudo-polynomial time. We integrate the propagator into a constraint solver based on an MDD store introduced in [1]. Our experiments show that the new propagator pro...... provides substantial computational advantage over propagation of two inequality constraints, and that the advantage increases when the maximum width of the MDD store increases....

  16. Democracy, property rights, income equality, and corruption

    OpenAIRE

    Dong, Bin; Torgler, Benno

    2011-01-01

    This paper presents theoretical and empirical evidence on the nexus between corruption and democracy. We establish a political economy model where the effect of democracy on corruption is conditional on income distribution and property rights protection. Our empirical analysis with cross-national panel data provides evidence that is consistent with the theoretical prediction. Moreover, the effect of democratization on corruption depends on the protection of property rights and income equality...

  17. Rethinking Peacekeeping, Gender Equality and Collective Security

    OpenAIRE

    2014-01-01

    Security Council resolution 1325 was a landmark in collective security, making the link between women's security and international peace and security. This book argues it is time to rethink the way the women, peace and security framework has impacted on peacekeeping, gender equality and collective security, drawing lessons from past practices and re-framing gender perspectives. From the hyper visibility of sexual violence to strategies for 'counting the women', this book considers the limitat...

  18. The Role Of Men for Gender Equality

    OpenAIRE

    Farré, Lídia

    2012-01-01

    Gender as an interdisciplinary concept refers to women and men, the relations between them, and the institutions that govern these relationships. However, most of the literature on gender focuses on women and girls and the factors that affect their socioeconomic outcomes. For a long time, a commitment to promoting gender equality in economic outcomes, as in other areas of social development and human rights, has emphasized women's empowerment. There is evidence that expanding woman's opportun...

  19. Education Reform and Equal Opportunity in Japan

    Directory of Open Access Journals (Sweden)

    Akito Okada

    2012-10-01

    Full Text Available Recently, there have been concerns that equality of educational opportunity has been lost and that this is leading to the stratification of Japanese society through the widening of income differentials, in a 'gap society'. In such a disparity society, secure full- time jobs are increasingly becoming limited to those who graduate from prestigious universities, and entry into those institutions is becoming connected more clearly with family income and investments. Parental attitudes towards their children taking extra lessons after school, going to cram schools, getting into university, and getting into a relatively highly-ranked university have influenced educational costs. This article examines the historical formation of the concept of equality of opportunity, which has been applied to the educational policy in Japan, particularly from the end of World War II to the new millennium. This paper also expands on the existing literature on educational policies in contemporary Japan by examining how the current educational reform efforts have affected equality of educational opportunity among children from different family backgrounds.

  20. Staff Group Trainer: Development of a Computer-Driven, Structured, Staff Training Environment

    National Research Council Canada - National Science Library

    Koger, Milton

    1998-01-01

    .... The project produced two training support packages (TSP)--battalion and brigade--designed to train these staffs to more effectively and efficiently communicate within and between staff sections, command post, and the unit commander...

  1. Gender (in)equality among employees in elder care: implications for health.

    Science.gov (United States)

    Elwér, Sofia; Aléx, Lena; Hammarström, Anne

    2012-01-04

    Gendered practices of working life create gender inequalities through horizontal and vertical gender segregation in work, which may lead to inequalities in health between women and men. Gender equality could therefore be a key element of health equity in working life. Our aim was to analyze what gender (in)equality means for the employees at a woman-dominated workplace and discuss possible implications for health experiences. All caregiving staff at two workplaces in elder care within a municipality in the north of Sweden were invited to participate in the study. Forty-five employees participated, 38 women and 7 men. Seven focus group discussions were performed and led by a moderator. Qualitative content analysis was used to analyze the focus groups. We identified two themes. "Advocating gender equality in principle" showed how gender (in)equality was seen as a structural issue not connected to the individual health experiences. "Justifying inequality with individualism" showed how the caregivers focused on personalities and interests as a justification of gender inequalities in work division. The justification of gender inequality resulted in a gendered work division which may be related to health inequalities between women and men. Gender inequalities in work division were primarily understood in terms of personality and interests and not in terms of gender. The health experience of the participants was affected by gender (in)equality in terms of a gendered work division. However, the participants did not see the gendered work division as a gender equality issue. Gender perspectives are needed to improve the health of the employees at the workplaces through shifting from individual to structural solutions. A healthy-setting approach considering gender relations is needed to achieve gender equality and fairness in health status between women and men.

  2. Equal-Time and Equal-Space Poisson Brackets of the N -Component Coupled NLS Equation

    International Nuclear Information System (INIS)

    Zhou Ru-Guang; Li Pei-Yao; Gao Yuan

    2017-01-01

    Two Poisson brackets for the N-component coupled nonlinear Schrödinger (NLS) equation are derived by using the variantional principle. The first one is called the equal-time Poisson bracket which does not depend on time but only on the space variable. Actually it is just the usual one describing the time evolution of system in the traditional theory of integrable Hamiltonian systems. The second one is equal-space and new. It is shown that the spatial part of Lax pair with respect to the equal-time Poisson bracket and temporal part of Lax pair with respect to the equal-space Poisson bracket share the same r-matrix formulation. These properties are similar to that of the NLS equation. (paper)

  3. On Equal Opportunities at CERN: A report prepared for the Equal Opportunities Advisory Panel

    CERN Document Server

    Rimmer, E M

    2001-01-01

    This report has been prepared at the request of the Equal Opportunities Advisory Panel. It is an attempt to demonstrate, simply and clearly, some additional facts relating to gender differences shown in previous reports of the Panel.

  4. Turbo-per-Tone Equalization for ADSL Systems

    Science.gov (United States)

    Vanhaute, Hilde; Moonen, Marc

    2005-12-01

    We study the equalization procedure in discrete multitone (DMT)-based systems, in particular, in DMT-based ADSL systems. Traditionally, equalization is performed in the time domain by means of a channel shortening filter. Shifting the equalization operations to the frequency domain, as is done in per-tone equalization, increases the achieved bitrate by 5-10%. We show that the application of the turbo principle to per-tone equalization can provide significant additional gains. In the proposed receiver structure, referred to as a "turbo-per-tone equalization" structure, equalization and decoding are performed in an iterative fashion. Equalization is done by means of a linear minimum mean squared error (MMSE) equalizer, using a priori information. We give a description of an efficient implementation of such an equalizer in the per-tone structure. Simulations show that we obtain a bitrate increase of 12-16% compared to the original per-tone equalization-based receiver structure.

  5. An Epidemiological Approach to Staff Burnout.

    Science.gov (United States)

    Kamis, Edna

    This paper describes a conceptual model of staff burnout in terms of independent, intervening and dependent variables. Staff burnout is defined, symptoms are presented, and the epidemiological approach to burnout is descussed. Components of the proposed model, which groups determinants of mental health into three domains, consist of: (1)…

  6. Training Staff to Manage Challenging Behaviour

    Science.gov (United States)

    van Oorsouw, Wietske M. W. J.; Embregts, Petri J. C. M.; Bosman, Anna M. T.; Jahoda, Andrew

    2010-01-01

    Background: A training package for staff working with clients presenting challenging behaviour was developed to (1) increase their knowledge regarding challenging behaviour, and (2) to improve the quality of physical intervention techniques. The latter aim was intended to reduce staff anxiety about dealing with incidents and limit physical risk of…

  7. 20 CFR 638.801 - Staff training.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff training. 638.801 Section 638.801 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Administrative Provisions § 638.801 Staff training. The...

  8. The Support Needs of Staff Developers.

    Science.gov (United States)

    Nicol, David J.

    1992-01-01

    Describes a study conducted at an annual staff development conference to determine the needs of professional staff developers in British higher education. An overview of the research strategy, which was based on an action research model, is provided; the ranking of needs areas is discussed; and needs statements with justifications are appended.…

  9. Gaming: a creative strategy for staff education.

    Science.gov (United States)

    Swartzendruber, D

    1994-02-01

    Providing staff development in a stimulating, innovative manner is the challenge of all nurse educators. This article discusses gaming, a creative teaching strategy that can help meet these needs. Games designed specifically for the education of dialysis staff will be reviewed. Advantages of the various games will also be examined.

  10. Futuristics: A Tool for Staff Training.

    Science.gov (United States)

    Barr, Margaret J.; Hurst, James C.

    1979-01-01

    Creative use of future planning as a staff development tool can have short- and long-term benefits for the individual and the organization. Its potential for stimulating creativity, reducing crisis management, and developing staff cohesion is unequaled. The individual, the organization, the technology and the manager are the important factors.…

  11. 40 CFR 1.25 - Staff Offices.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Staff Offices. 1.25 Section 1.25 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY GENERAL STATEMENT OF ORGANIZATION AND GENERAL INFORMATION Headquarters § 1.25 Staff Offices. (a) Office of Administrative Law Judges. The Office of...

  12. Training Staff to Manage Challenging Behaviour

    NARCIS (Netherlands)

    Oorsouw, W.M.W.J. van; Embregts, P.J.C.M.; Bosman, A.M.T.; Jahoda, A.

    2010-01-01

    Background - A training package for staff working with clients presenting challenging behaviour was developed to (1) increase their knowledge regarding challenging behaviour, and (2) to improve the quality of physical intervention techniques. The latter aim was intended to reduce staff anxiety about

  13. An Ivory Staff Terminal from Alcester

    Directory of Open Access Journals (Sweden)

    Sandy Heslop

    2017-06-01

    Full Text Available The Alcester staff terminal is an outstanding example of late Anglo-Saxon carving on a small scale. It was supposedly discovered in 1873 in the garden of the rectory at Alcester (Warwickshire and comes from a pastoral staff that would have belonged to a bishop or abbot. This article contains a 3D visualisation of the terminal.

  14. Quality Control in Child Care Staff Selection

    Science.gov (United States)

    Crow, Merwin R.

    1975-01-01

    This paper focuses on the process of staff selection of child care staff at a residential treatment center for children, ages 8-16. Phases of candidate selection, an "open-door" interview procedure, the orientation of hired candidates and the agency's philosophy, procedures and practices are discussed. (GO)

  15. Staff attitudes towards patients with schizophrenia

    DEFF Research Database (Denmark)

    Vendsborg, Per; Bratbo, Johanne; Dannevang, Anders

    2013-01-01

    Stigmatizing attitudes have been reported in international studies among staff in psychiatry. The authors wanted to investigate if this was the case in Denmark.......Stigmatizing attitudes have been reported in international studies among staff in psychiatry. The authors wanted to investigate if this was the case in Denmark....

  16. 29 CFR 511.7 - Committee staff.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Committee staff. 511.7 Section 511.7 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS WAGE ORDER PROCEDURE FOR AMERICAN SAMOA § 511.7 Committee staff. Each industry committee will be furnished a lawyer, to...

  17. 28 CFR 600.5 - Staff.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff. 600.5 Section 600.5 Judicial Administration OFFICES OF INDEPENDENT COUNSEL, DEPARTMENT OF JUSTICE GENERAL POWERS OF SPECIAL COUNSEL § 600.5 Staff. A Special Counsel may request the assignment of appropriate Department employees to assist the...

  18. Staff/bed and staff/patient ratios in South African public sector mental ...

    African Journals Online (AJOL)

    Objectives. To document staff/bed and staff/patient ratios in public. sector mental health services in South Africa. Design. Cross-sectional survey. Method. Aquestionnaire was distributed to provincial mental health co-ordinators requesting numbers of full-time equivalent (FTE) staff who provide mental health care at all ...

  19. Staff attributions of the causes of challenging behaviour in children and adults with profound intellectual and multiple disabilities.

    Science.gov (United States)

    Poppes, P; van der Putten, A A J; ten Brug, A; Vlaskamp, C

    2016-01-01

    A study has shown that staff do not generally perceive challenging behaviour in people with profound intellectual and multiple disabilities (PIMD) as being of serious consequence. In this study we aimed to gain a better understanding of the causal explanations that direct care and support staff give for challenging behaviour in this group. The purpose of this study was twofold: (1) to determine the way staff attribute challenging behaviour in children and adults with PIMD; and (2) to analyse whether more experienced staff attribute challenging behaviour in children and adults with PIMD differently than less experienced staff. In total, 195 direct support staff and an equal number of children and adults with PIMD participated in the study. Direct support staff filled out the Challenging behaviour Attribution Scale (five causal explanatory models of challenging behaviour) to explain challenging behaviour in one individual that they supported. The results show that direct support staff as a whole report the biomedical model as the most plausible explanation for challenging behaviour in children and adults with PIMD. However, in the present study the mean scores on all models are low. This might indicate that a large number of staff found none of the models particularly useful as possible explanations of challenging behaviour in people with PIMD. This could mean that staff have difficulties stating the cause of challenging behaviour in this group. Another possible explanation could be that there is little scientific knowledge about causing and maintaining factors of challenging behaviour in people with PIMD. It could also mean that staff have additional explanations for challenging behaviour in this target group that are not mentioned in the instrument used. Future research should address these issues. No differences were found between more experienced and less experienced direct support staff. Copyright © 2015 Elsevier Ltd. All rights reserved.

  20. The operational staff during exercise RESUME-95

    International Nuclear Information System (INIS)

    Jensen, J.

    1997-01-01

    With more than 100 participants entering the exercise RESUME-95 the Exercise Planning Committee decided to establish an operational staff named Directing Staff (DISTAFF) to ensure that the exercise plan was followed, the planned activities were carried out and to intervene if anything went wrong. In general the duties of the operational staff involve tasks such as secretarial assistance, keeping log of the progress of the situation and gathering, updating and distributing information on all aspects of the situation. Throughout the entire event it is the staff's responsibility to keep a general view of the current situation and to make the necessary plans for the progress of the situation based on the available information. Furthermore the staff should ensure necessary contact to the public and to the media. (au)

  1. [Burnout syndrome among health staff].

    Science.gov (United States)

    Curiel-García, José Angel; Rodríguez-Morán, Martha; Guerrero-Romero, Fernando

    2006-01-01

    To determine the prevalence of burnout syndrome components among the medical and nursing staff of the second care level hospitals of the Instituto Mexicano del Seguro Social and Instituto de Seguridad Social al Servicio de los Trabajadores del Estado from Durango, Mexico. A cross-sectional comparative study was carried out among 73 physicians and 100 nurses randomly selected from both hospitals. The prevalence of burnout syndrome components was established by the Maslash Burnout Inventory, which determines the presence of physical/emotional exhaustion, depersonalization, and labor performance. In addition, sociodemographic and labor information was collected. Prevalence was calculated with a reliability interval of 95% (CI 95%). 73 physicians and 100 nurses enrolled, corresponding to 22.8% and 14.5% of such personnel working in both institutions. Among the IMSS and ISSSTE workers respectively, the prevalence of depersonalization was 43.2% (34.4-52.9) and 14.5% (6.8-25.8), whereas the prevalence of physical/emotional exhaustion was 41.4% (32.7-51.1) and 19.4% (10.4-31.4). Pre-valence of labor performance was higher among the personnel of Instituto Mexicano del Seguro Social: 99.1% (95.1-100) versus 96.8% (88.8-100). Severe depersonalization (p = 0.004), but not emotional exhaustion (p = 0.09) nor labor performance (p = 0.06) was significantly higher among personnel working at the Instituto Mexicano del Seguro Social. Prevalence of depersonalization and physical/emotional exhaustion was higher among physicians and nurses of the Instituto Mexicano del Seguro Social; nonetheless, their labor performance was high. Our finding suggests that personnel working at the Instituto Mexicano del Seguro Social make a greater effort to maintain the high labor performance that medical care requires.

  2. Training and Practices of Cannabis Dispensary Staff.

    Science.gov (United States)

    Haug, Nancy A; Kieschnick, Dustin; Sottile, James E; Babson, Kimberly A; Vandrey, Ryan; Bonn-Miller, Marcel O

    2016-01-01

    Introduction: The proliferation of cannabis dispensaries within the United States has emerged from patient demand for the legalization of cannabis as an alternative treatment for a number of conditions and symptoms. Unfortunately, nothing is known about the practices of dispensary staff with respect to recommendation of cannabis strains/concentrations for specific patient ailments. To address this limitation, the present study assessed the training and practices of cannabis dispensary staff. Materials and Methods: Medical and nonmedical dispensary staff ( n =55) were recruited via e-mail and social media to complete an online survey assessing their demographic characteristics, dispensary features, patient characteristics, formal training, and cannabis recommendation practices. Results: Fifty-five percent of dispensary staff reported some formal training for their position, with 20% reporting medical/scientific training. A majority (94%) indicated that they provide specific cannabis advice to patients. In terms of strains, dispensary staff trended toward recommendations of Indica for anxiety, chronic pain, insomnia, nightmares, and Tourette's syndrome. They were more likely to recommend Indica and hybrid plants for post-traumatic stress disorder (PTSD)/trauma and muscle spasms. In contrast, staff were less likely to recommend Indica for depression; hybrid strains were most often recommended for amyotrophic lateral sclerosis (ALS). In terms of cannabinoid concentrations, dispensary staff were most likely to recommend a 1:1 ratio of delta-9-tetrahydrocannabinol (THC):cannabidiol (CBD) for patients suffering from anxiety, Crohn's disease, hepatitis C, and PTSD/trauma, while patients seeking appetite stimulation were most likely to be recommended THC. Staff recommended high CBD for arthritis and Alzheimer's disease and a high CBD or 1:1 ratio for ALS, epilepsy, and muscle spasms. Conclusions: Although many dispensary staff are making recommendations consistent with

  3. An Argument for Gender Equality in Africa

    OpenAIRE

    Olatunji, Cyril-Mary P

    2013-01-01

    In his article "An Argument for Gender Equality in Africa" Cyril-Mary P. Olatunji addresses the problematics of gender inequality in Black African society. Many scholars working on African Indigenous and non-Indigenous cultures have had something to say about the treatment of women and the topic of gender inequality in Africa. Some suggest(ed) that the roots of women's oppression are to be sought in customs and traditions and so despite of a legal system that guarantees women rights in Africa...

  4. Equal employment opportunity plan development guidance

    Energy Technology Data Exchange (ETDEWEB)

    None

    1978-09-01

    The purpose of this publication is to provide instructions for the development of EEO Plans for Fiscal Year 1979. It supplements the National EEO Plan for the Department of Energy issued in August 1978 (DOE/S-0002). The material included should be used immediately as guidance to develop, document, and implement subordinate echelon commitments to EEO. A schedule for the development and submission of EEO Plans is included. Most of the continuing requirements will be published at a later date as part of the directives system. Any comments or helpful suggestions concerned with the program outlined would be appreciated by the Office of Equal Opportunity.

  5. GENDER EQUALITY AS A MODERN PHENOMENON

    Directory of Open Access Journals (Sweden)

    S. V. Storozhuk

    2017-06-01

    Full Text Available Purpose of the work. Forming the axiological system of Western society, with the intentions to establish gender equality as a guarantee of a just society being taken into account, on the one hand, and preserving the traditional gender stereotypes inherent to patriarchal gender roles in a considerable part of the world, on the other hand, is actualizing the study of the factors that have contributed to realizing the problem of gender inequality and discrimination. Therefore, the purpose of our study is to highlight the factors that stipulated the awareness of gender equality in European social and cultural space, while leaving alive the traditional gender values in a number of other cultural environments. Methodology of the study is determined by interdisciplinary approach involving the use of general scientific methods such as analysis, synthesis, generalization, etc. The leading role belonged to the principle of the historical and logical unity. At the same time the study applies the basic principles of philosophical hermeneutics and the contextual analysis method. Originality lies in putting forward the new theoretical statements aimed to show that in the ancient and pre-modern society, gender inequality and discrimination did not exist, because at that time gender relations were considered either as a result of the biological characteristics of a human body, or were explained by worldview ideas about the origin and structural features of the world, prevailing in a specific historical dimension. Consequently, gender roles were taken for granted and were not subject to any doubt. Conclusions. Despite all the worldview shifts that had been taking place in the pre-modern era social outlook, nevertheless, as history has shown, they failed to generate sufficient philosophical foundations either for recognizing the equality of women, or changing their social, legal and political status. This led to accumulating the unconscious internal resistance to

  6. 48 CFR 52.211-6 - Brand name or equal.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 2 2010-10-01 2010-10-01 false Brand name or equal. 52....211-6 Brand name or equal. As prescribed in 11.107(a), insert the following provision: Brand Name or Equal (AUG 1999) (a) If an item in this solicitation is identified as “brand name or equal,” the...

  7. Gender Accessibility and Equality in Education: The Implication to ...

    African Journals Online (AJOL)

    This paper appraises the gender differences in education accessibility and equality of Nigerians. It equally assessed some of the constraints to gender equality in education and concludes that gender imbalance in education accessibility and equality if not addressed will have an adverse effect to manpower development in ...

  8. 34 CFR 21.1 - Equal Access to Justice Act.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Equal Access to Justice Act. 21.1 Section 21.1 Education Office of the Secretary, Department of Education EQUAL ACCESS TO JUSTICE General § 21.1 Equal Access to Justice Act. (a) The Equal Access to Justice Act (the Act) provides for the award of fees and...

  9. Why Should We Demand Equality of Educational Opportunity?

    Science.gov (United States)

    Meyer, Kirsten

    2016-01-01

    This paper reveals how equal educational opportunities, equal job opportunities and equality of opportunity for welfare are related to each other, and how they are related to other demands for justice. There are several important objections to the emphasis on equal educational opportunities. Nevertheless, this paper shows that demanding equal…

  10. Igualdad, equidad, solidaridad Equality, equitableness and solidarity

    Directory of Open Access Journals (Sweden)

    Mariano Fernández Enguita

    2001-10-01

    Full Text Available Se propone descomponer la idea inespecífica de igualdad o, mejor, justicia distributiva, en las más específicas de igualdad estricta, equidad (acorde con la contribución o el esfuerzo, excelencia (incentivos a las aportaciones extraordinarias y solidaridad (compensación para los discapacitados. Estos son los criterios de justicia de la sociedad actual - aunque no haya acuerdo sobre como alcanzarlos - y la escuela no necesita inventar otros sino adaptarlos a su contexto. Por otra parte, se diferencia entre las desigualdades intracomunitarias - clase, género y etnia - y las intercomunitarias - entre países, entre comunidades, entre nacionales e inmigrantes.This paper suggests to decompose the unspecific idea of equality or, rather, of distributive justice, into the more specific ideas of strict equality, equitableness (according to contribution or effort, excellence (incentives for extraordinary contributions and solidarity (compensation for the disabled. These are the criteria of justice in modern society - even though there is no agreement on how to reach them. School need not make up any new ones but adapt those to its own context. Besides, a distinction is made between intracommunity - class, gender and ethnicity - and intercommunity inequalities - between countries, communities and between nationals and immigrants.

  11. Is Primatology an equal-opportunity discipline?

    Science.gov (United States)

    Addessi, Elsa; Borgi, Marta; Palagi, Elisabetta

    2012-01-01

    The proportion of women occupying academic positions in biological sciences has increased in the past few decades, but women are still under-represented in senior academic ranks compared to their male colleagues. Primatology has been often singled out as a model of "equal-opportunity" discipline because of the common perception that women are more represented in Primatology than in similar fields. But is this indeed true? Here we show that, although in the past 15 years the proportion of female primatologists increased from the 38% of the early 1990s to the 57% of 2008, Primatology is far from being an "equal-opportunity" discipline, and suffers the phenomenon of "glass ceiling" as all the other scientific disciplines examined so far. In fact, even if Primatology does attract more female students than males, at the full professor level male members significantly outnumber females. Moreover, regardless of position, IPS male members publish significantly more than their female colleagues. Furthermore, when analyzing gender difference in scientific productivity in relation to the name order in the publications, it emerged that the scientific achievements of female primatologists (in terms of number and type of publications) do not always match their professional achievements (in terms of academic position). However, the gender difference in the IPS members' number of publications does not correspond to a similar difference in their scientific impact (as measured by their H index), which may indicate that female primatologists' fewer articles are of higher impact than those of their male colleagues.

  12. Is Primatology an equal-opportunity discipline?

    Directory of Open Access Journals (Sweden)

    Elsa Addessi

    Full Text Available The proportion of women occupying academic positions in biological sciences has increased in the past few decades, but women are still under-represented in senior academic ranks compared to their male colleagues. Primatology has been often singled out as a model of "equal-opportunity" discipline because of the common perception that women are more represented in Primatology than in similar fields. But is this indeed true? Here we show that, although in the past 15 years the proportion of female primatologists increased from the 38% of the early 1990s to the 57% of 2008, Primatology is far from being an "equal-opportunity" discipline, and suffers the phenomenon of "glass ceiling" as all the other scientific disciplines examined so far. In fact, even if Primatology does attract more female students than males, at the full professor level male members significantly outnumber females. Moreover, regardless of position, IPS male members publish significantly more than their female colleagues. Furthermore, when analyzing gender difference in scientific productivity in relation to the name order in the publications, it emerged that the scientific achievements of female primatologists (in terms of number and type of publications do not always match their professional achievements (in terms of academic position. However, the gender difference in the IPS members' number of publications does not correspond to a similar difference in their scientific impact (as measured by their H index, which may indicate that female primatologists' fewer articles are of higher impact than those of their male colleagues.

  13. Equality marker in the language of bali

    Science.gov (United States)

    Wajdi, Majid; Subiyanto, Paulus

    2018-01-01

    The language of Bali could be grouped into one of the most elaborate languages of the world since the existence of its speech levels, low and high speech levels, as the language of Java has. Low and high speech levels of the language of Bali are language codes that could be used to show and express social relationship between or among its speakers. This paper focuses on describing, analyzing, and interpreting the use of the low code of the language of Bali in daily communication in the speech community of Pegayaman, Bali. Observational and documentation methods were applied to provide the data for the research. Recoding and field note techniques were executed to provide the data. Recorded in spoken language and the study of novel of Balinese were transcribed into written form to ease the process of analysis. Symmetric use of low code expresses social equality between or among the participants involves in the communication. It also implies social intimacy between or among the speakers of the language of Bali. Regular and patterned use of the low code of the language of Bali is not merely communication strategy, but it is a kind of communication agreement or communication contract between the participants. By using low code during their social and communication activities, the participants shared and express their social equality and intimacy between or among the participants involve in social and communication activities.

  14. Women and Gender Equality in Higher Education?

    Directory of Open Access Journals (Sweden)

    Miriam E. David

    2015-02-01

    Full Text Available I look at the changes in higher education (HE and women’s lives over the last 50 years, drawing on my recent book Feminism, Gender & Universities: Politics, Passion & Pedagogies which is a life history of feminism entering academe. The Robbins Report (cmnd 2154 1963 on HE was published in the same year that I went to university. It inaugurated a process of change and educational expansion that was linked to other major social transformations, including feminism. Its effects have been widely felt such that women now participate in education and employment on unprecedented levels. Indeed, it has opened up opportunities for education and employment for women including individual and social mobility. From my study I show how it opened up opportunities for women from both middle class and working class backgrounds to be first-in-the-family to go to university. I will also argue that whilst there have been very welcome changes in education, and HE especially, such that there is a gender balance of undergraduate students in HE, this does not mean that gender equality has been achieved. Patriarchy or hegemonic masculinity in HE is still strongly felt and experienced despite women’s and feminist involvements in academe over the last 50 years. The question remains about how to transform universities to achieve genuine gender equality across all students and academics in HE.

  15. Gender equality in university sportspeople's drinking.

    Science.gov (United States)

    O'Brien, Kerry S; Hunter, Jackie; Kypri, Kypros; Ali, Ajmol

    2008-11-01

    In large population-based alcohol studies males are shown consistently to drink more, and more hazardously, than females. However, research from some countries suggests that gender differences in drinking are converging, with females drinking more than in the past. Large population-based research may miss gender-based changes in drinking behaviours that occur in sub-populations most at risk of hazardous drinking. We examine gender differences in a sub-population where hazardous drinking is common and endorsed, namely university sportspeople. The Alcohol Use Disorders Identification Test (AUDIT) and a drinking motives measure were used to assess hazardous drinking behaviours and drinking motives in 631 university sportspeople (females = 331, 52%). There were no gender differences in AUDIT scores. However, drinking motives differed between genders, with coping motives being a significant predictor of hazardous drinking in females but not males. Hazardous drinking, including binge drinking (46.3%) and frequent binge drinking (35%), in New Zealand university sportspeople is high for both males and females. New Zealand university sportspeople are one population where gender differences in drinking are not apparent and run counter to European population based research and research in US sporting populations. Gender role equality in the university systems, and endorsement of drinking in sporting culture, may account for the lack of gender differences in this New Zealand sporting population. Future research on gender differences in drinking should examine sub-populations where gender role differentiation is low, and socio-cultural/structural factors supporting gender equality are high.

  16. Equalization method for Medipix3RX

    CERN Document Server

    Rinkel, Jean; Wagner, Franz; Frojdh, Erik; Ballabriga Sune, Rafael

    2015-01-01

    This paper describes a new method of threshold equalization for X-ray detectors based on the Medipix3RX ASIC, using electrical pulses to calibrate and correct for the threshold dispersion between pixels. This method involves a coarse threshold tuning, based on two 8 bits global DACs and which sets the range of variation of the threshold values; and a fine-tuning, based on two 5-bits adjustment DACs per pixel. As our fine-tuning approach is based on a state-of-the-art methodology, our coarse tuning relies on an original theoretical model. This model takes into account the noise level of the ASIC, which varies with temperature and received radiation dose. The experimental results using 300 μm Si sensor and Kα fluorescence of Zn show a global energy resolution improvement of 14% compared to previous equalization methods. We compared these results with the best achievable global energy resolution given by the resolution of individual pixels and concluded that the remaining 14% difference was due to the discreti...

  17. We Do Not Enjoy Equal Political Rights

    Directory of Open Access Journals (Sweden)

    Marie-Antoinette Sossou

    2011-05-01

    Full Text Available This study explores Ghanaian women’s perception and voices about issues of gender equality in terms of exercising their political and decision-making rights in connection with political participation and governance in Ghana. The study uses demographic survey and six different focus group discussions to capture the views of a total of 68 women with different educational, socioeconomical, and occupational backgrounds, in two regions of the Ghana. The findings indicate that even though theoretically the constitution of Ghana gives women equal rights as their male counterparts to actively participate in the governance of their country, in practice, women face issues of gender-based power imbalance and discrimination in addition to other structural, institutional, cultural, and traditional barriers and roadblocks. These barriers expose women as being inferior and second-class citizens compared with their male counterparts in term of participation and inclusion in the governance of their country. The study discusses the social and policy implications of the issues of gender inequality and social exclusion of women in politics and calls for empowerment and organization of women and structural change in the system.

  18. The Staff Association and its history

    CERN Multimedia

    Staff Association

    2015-01-01

    The Staff Association will celebrate its 60th birthday in the spring of 2015. We are collecting all information about the sixty years of the Staff Association. In particular, we are looking at publications of the Staff Association, which started with the “Staff Association Journal”, in 1955, which later became “Le Proton déchainé”, then, more simply, “Proton” in 1982 (the figure on the left shows the different mutations of our magazine). In our collection we are missing a few issues, in particular № 1 (dated mid-1955).     Dear reader, if have any old issues of this magazine, or of Graviton (figure on the right), another magazine edited by the Staff Association, or any other material or information that might help us document the history of the Staff Association, we would very much like to have a copy of the material or your contribution (written or oral). Please contact the Staff Association Sec...

  19. Job and task analysis for technical staff

    International Nuclear Information System (INIS)

    Toline, B.C.

    1991-01-01

    In September of 1989 Cooper Nuclear Station began a project to upgrade the Technical Staff Training Program. This project's roots began by performing job and Task Analysis for Technical Staff. While the industry has long been committed to Job and Task Analysis to target performance based instruction for single job positions, this approach was unique in that it was not originally considered appropriate for a group as diverse as Tech Staff. Much to his satisfaction the Job and Task Analysis Project was much less complicated for Technical Staff than the author had imagined. The benefits of performing the Job and Task Analysis for Technical Staff have become increasingly obvious as he pursues lesson plan development and course revisions. The outline for this presentation will be as follows: philosophy adopted; preparation of the job survey document; performing the job analysis; performing task analysis for technical staff and associated pitfalls; clustering objectives for training and comparison to existing program; benefits now and in the future; final phase (comparison to INPO guides and meeting the needs of non-degreed engineering professionals); and conclusion. By focusing on performance based needs for engineers rather than traditional academics for training the author is confident the future Technical Staff Program will meet the challenges ahead and will exceed requirements for accreditation

  20. Bi-Histogram Equalization with Brightnes Preservation Using Contras Enhancement

    OpenAIRE

    A. Anitha Rani; Gowthami Rajagopal; A. Jagadeswaran

    2014-01-01

    Contrast enhancement is an important factor in the image preprocesing step. One of the widely acepted contrast enhancement method is the histogram equalization. Although histogram equalization achieves comparatively beter performance on almost al types of image, global histogram equalization sometimes produces excesive visual deterioration. A new extension of bi- histogram equalization caled Bi-Histogram Equalization with Neighborhod Metric (BHENM). First, large histogram bins that cause w...

  1. COMPARISON AND ANALYSIS OF VARIOUS HISTOGRAM EQUALIZATION TECHNIQUES

    OpenAIRE

    MADKI.M.R; RUBINA KHAN

    2012-01-01

    The intensity histogram gives information which can be used for contrast enhancement. The histogram equalization could be flat for levels less than the total number of levels. This could deteriorate the image. This problem can be overcome various techniques. This paper gives a comparative of the Bi-Histogram Equalization, Recursive Mean Seperated Histogram Equalization, Multipeak Histogram Equalization and Brightness Preserving Dynamic Histogram Equalization techniques by using these techniqu...

  2. Cooptation of Peer Support Staff: Quantitative Evidence

    Directory of Open Access Journals (Sweden)

    Anthony J. Alberta

    2014-03-01

    Full Text Available Objective In 2007, the Centers for Medicare and Medicaid Services (CMS sent a letter to state Medicaid directors outlining requirements for implementing peer-based recovery support services (P-BRSS as a Medicaid-funded service. Since then, 30 states have implemented these services. Although the literature describing implementation of P-BRSS has identified the cooptation of peer support staff (PSS as a barrier to the effective provision of P-BRSS, the evidence for it remains anecdotal. This study attempts to determine if the context of employment in either a treatment organization or peer organization affected cooptation. Methods We conducted a survey of PSS in the fall of 2013. In all, 92 of the 181 respondents were working as PSS at the time, 53 in treatment organizations. Chi-square analysis was used to determine if the context of employment had an effect on the cooptation of peer staff. Results Peer staff working in treatment organizations reported that they were supervised by treatment staff and participated in employment-related training to improve their skills at providing treatment services more frequently than their counterparts in peer organizations. Peer staff working in treatment organizations also participated in training and education to prepare for employment as treatment professionals more frequently than peer staff working in peer organizations. Conclusions and Implications for Practice Peer staff members working in treatment organizations are subject to processes of acculturation into professional cultures that peer staff working in peer organizations are not. Effective implementation of P-BRSS should include specific efforts to minimize the cooptation of peer staff.

  3. STAFF MARKETING IN MODERN RUSSIAN CONDITIONS

    Directory of Open Access Journals (Sweden)

    Nataliya N. Kretova

    2017-09-01

    Full Text Available The conception of staff marketing, which was developed abroad, is effectively used in the developed countries for a long time. Its main advantage consists in the possibility of organizing some planning for the implementation of staff strategy: staff marketing provides the enterprise on the long-term basis with human resources capable of forming strategic potential, which would allow to implement the planned activities. Numerous problems of formation and development of civilized market relations in our country do not allow to fully implement the detailed models of staff marketing in domestic realities. On the basis of the analysis of theoretical developments and factors that have a practical impact on the implementation of marketing personnel in modern Russian conditions, the authors describe the essential elements of the conception. The primary purposes of staff marketing for domestic enterprises, grouped into the internal and external marketing are substantiated and disclosed. The special attention is paid to increasing the staff loyalty, which has dominant influence on business outcomes. The algorithm of events for the development of motivation system is proposed; at the stage of studying job satisfaction it is recommend to apply analytical calculations with the use of Shewhart control charts. Unlike traditional statistical tools based on the inspection of already implemented results, this approach is aimed at preventing negative tendencies and avoids losses associated with dissatisfaction with difficulty, as the individual employee and the team as a whole. Modern Russian enterprises can fully realize the conception of staff marketing only through rethinking of the consequences for all directions of work with the staff, as reflected in the definition of objectives, motivating staff and ensuring social responsibility of the enterprise.

  4. Good practice or positive action? Using Q methodology to identify competing views on improving gender equality in academic medicine

    Science.gov (United States)

    Burkinshaw, Paula; West, Robert M; Ward, Vicky

    2017-01-01

    Objectives The number of women entering medicine has increased significantly, yet women are still under-represented at senior levels in academic medicine. To support the gender equality action plan at one School of Medicine, this study sought to (1) identify the range of viewpoints held by staff on how to address gender inequality and (2) identify attitudinal barriers to change. Design Q methodology. 50 potential interventions representing good practice or positive action, and addressing cultural, organisational and individual barriers to gender equality, were ranked by participants according to their perception of priority. Setting The School of Medicine at the University of Leeds, UK. Participants Fifty-five staff members were purposively sampled to represent gender and academic pay grade. Results Principal components analysis identified six competing viewpoints on how to address gender inequality. Four viewpoints favoured positive action interventions: (1) support careers of women with childcare commitments, (2) support progression of women into leadership roles rather than focus on women with children, (3) support careers of all women rather than just those aiming for leadership, and (4) drive change via high-level financial and strategic initiatives. Two viewpoints favoured good practice with no specific focus on women by (5) recognising merit irrespective of gender and (6) improving existing career development practice. No viewpoint was strongly associated with gender, pay grade or role; however, latent class analysis identified that female staff were more likely than male to prioritise the setting of equality targets. Attitudinal barriers to the setting of targets and other positive action initiatives were identified, and it was clear that not all staff supported positive action approaches. Conclusions The findings and the approach have utility for those involved in gender equality work in other medical and academic institutions. However, the impact of such

  5. Good practice or positive action? Using Q methodology to identify competing views on improving gender equality in academic medicine.

    Science.gov (United States)

    Bryant, Louise D; Burkinshaw, Paula; House, Allan O; West, Robert M; Ward, Vicky

    2017-08-22

    The number of women entering medicine has increased significantly, yet women are still under-represented at senior levels in academic medicine. To support the gender equality action plan at one School of Medicine, this study sought to (1) identify the range of viewpoints held by staff on how to address gender inequality and (2) identify attitudinal barriers to change. Q methodology. 50 potential interventions representing good practice or positive action, and addressing cultural, organisational and individual barriers to gender equality, were ranked by participants according to their perception of priority. The School of Medicine at the University of Leeds, UK. Fifty-five staff members were purposively sampled to represent gender and academic pay grade. Principal components analysis identified six competing viewpoints on how to address gender inequality. Four viewpoints favoured positive action interventions: (1) support careers of women with childcare commitments, (2) support progression of women into leadership roles rather than focus on women with children, (3) support careers of all women rather than just those aiming for leadership, and (4) drive change via high-level financial and strategic initiatives. Two viewpoints favoured good practice with no specific focus on women by (5) recognising merit irrespective of gender and (6) improving existing career development practice. No viewpoint was strongly associated with gender, pay grade or role; however, latent class analysis identified that female staff were more likely than male to prioritise the setting of equality targets. Attitudinal barriers to the setting of targets and other positive action initiatives were identified, and it was clear that not all staff supported positive action approaches. The findings and the approach have utility for those involved in gender equality work in other medical and academic institutions. However, the impact of such initiatives needs to be evaluated in the longer term.

  6. 14 CFR 385.33 - Review by the staff.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Review by the staff. 385.33 Section 385.33...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Procedure on Review of Staff Action § 385.33 Review by the staff. Where a petition for review is duly filed, the staff member may, upon...

  7. 34 CFR 75.519 - Dual compensation of staff.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Dual compensation of staff. 75.519 Section 75.519... by a Grantee? Project Staff § 75.519 Dual compensation of staff. A grantee may not use its grantee to pay a project staff member for time or work for which that staff member is compensated from some other...

  8. Optical Orbital Angular Momentum Demultiplexing and Channel Equalization by Using Equalizing Dammann Vortex Grating

    Directory of Open Access Journals (Sweden)

    Mingyang Su

    2017-01-01

    Full Text Available A novel equalizing Dammann vortex grating (EDVG is proposed as orbital angular momentum (OAM multiplexer to realize OAM signal demultiplexing and channel equalization. The EDVG is designed by suppressing odd diffraction orders and adjusting the grating structure. The light intensity of diffraction is subsequently distributed evenly in the diffraction orders, and the total diffraction efficiency can be improved from 53.22% to 82%. By using the EDVG, OAM demultiplexing and channel equalization can be realized. Numerical simulation shows that the bit error rate (BER of each OAM channel can decrease to 10-4 when the bit SNR is 22 dB, and the intensity is distributed over the necessary order of diffraction evenly.

  9. EQUAL OPPORTUNITIES IN THE ITALIAN LABOUR MARKET

    Directory of Open Access Journals (Sweden)

    Balazs-Foldi Emese

    2015-07-01

    Full Text Available The integration of persons with disabilities and with reduced work capacity in the labour market represents one of the biggest challenges for labour market policies. The non-integration of disabled people in the labour market causes huge costs for the countries’ economy. The European Union’s aim is to transform passive social support into active support by means of labor market policy measures, to help people to obtain gainful employment and to raise employment levels of people with disabilities and with reduced work capacities. Earlier this target group has to work in the sheltered employment. But it changed from the 90’s years because of the social model of disability definition. Nowadays the main goal to help this target group integrates in the open employment. The members of European Union imagine this aim on other way. The Scandinavian countries or England prefer the equal opportunities and the personalised mainstreaming programmes and services. Other European countries, as Germany, Austria or Italy prefer the rehabilitation quota system. Thus, the labor force participation and employment rates for people with disabilities and with reduced working capacities are strong differences between the European countries. But lot of other options also influence the member of countries’ policy and employment system. Since the Amsterdam Treaty the European Union has devoted exceptional attention to the equal opportunities of disabled people, the enforcement of equal treatment, and the reduction of the dangers of discrimination, as it is, a significant part of persons with disabilities and reduced work capacity do not have a full-time job, they become unemployed two or three times more frequently than their abled-counterparts, and dispose of lower salary, therefore they need the help of their family and the community. This study examines the Italian situation. It bases on statistics on the Italian target group and provides comparisons with

  10. Promoting the maintenance of satisfactory communication: strategies used by caregivers and medical staff with people suffering from Alzheimer's disease.

    Science.gov (United States)

    Vachon, Marie; Veilleux, Marie-Christine; Macoir, Joël

    2017-06-01

    The goal of this literature review was to determine communication strategies that foster interactions between individuals with Alzheimer's disease (AD) and caregivers or medical staff. A search of PubMed and PsycINFO databases was conducted using combinations of the following terms: Alzheimer, family, caregiver, communication, language, treatment, intervention, therapy, communication strategies, functional communication and daily living activities. Studies were chosen based on the original language of the text, year of publication, peer-review status and specificity of the results regarding communication strategies in AD. This review covers 14 articles published between 1994 and 2014. The in-depth analysis of these studies shows that various communication strategies used by caregivers and medical staff are effective to promote interactions with people with AD at different stages of the disease. For caregivers, these strategies include producing short and syntactically simple sentences, relying on semantic memory rather than on episodic memory, providing more information and reformulate, removing potential distractions from the environment, specifying the topic of the conversation, using precise terms to identify communication breakdowns. Other strategies also appeared to be effective for medical staff, such as asking close-ended questions, providing response choices, verbalizing the actions performed during medical care and activities, paying attention to the needs expressed through verbal and non-verbal messages, adopting a supportive way of speaking. Furthermore, other communication strategies rather appear to be harmful to functional communication. These harmful strategies involve insisting that the person produce a specific word, asking him/her to repeat or tune out in case of communication breakdown. Finally, contradictory outcomes are reported for some strategies such as speaking slowly, repeating or rephrase questions and information. This article provides

  11. Oncology staff reflections about a 52-year-old staff Christmas choir: constructivist research.

    Science.gov (United States)

    O'Callaghan, Clare C; Hornby, Colin J; Pearson, Elizabeth J M; Ball, David L

    2010-12-01

    Peter MacCallum Cancer Centre has one of the world's most enduring staff Christmas choirs. Commencing in 1956, the choir performs in a cafeteria, patient wards, and outpatient waiting areas before each Christmas. With recent emphasis on oncology staff support needs the choir's relevance warranted investigation. This constructivist research examined what effect the staff Christmas choir had on the choir members and staff bystanders in 2008. Sampling was convenience and purposive. Staff choir members were invited to participate during rehearsals, and staff bystanders were invited at seven choir performances in the hospital. Respondents completed anonymous and semistructured questionnaires and the conductor (of 29 years) was interviewed. The inductive, comparative, and cyclic data analyses were informed by grounded theory and qualitative interrater reliability was performed. Questionnaires from 64 staff were returned. The choir elicited positive emotions, memories, Christmas spirit, hospital community and/or work-life effects for many staff, in a cancer context described as sometimes "overwhelming" and "stressful." Choir members' reactions included stress relief, friendship and feeling rewarded. Bystanders' reactions included feeling uplifted, inspired and moved. Suggestions for future performances were offered, including musical acknowledgement of other religious festivals. Two respondents were concerned about intrusive effects on patients and work practices. A staff Christmas choir supported most choir member and staff bystander respondents in an oncology hospital and is recommended in comparable contexts. Further investigation is warranted to extend understanding about Christmas music's effects in palliative care settings.

  12. Behavioral Emergency Response Team: Implementation Improves Patient Safety, Staff Safety, and Staff Collaboration.

    Science.gov (United States)

    Zicko, Cdr Jennifer M; Schroeder, Lcdr Rebecca A; Byers, Cdr William S; Taylor, Lt Adam M; Spence, Cdr Dennis L

    2017-10-01

    Staff members working on our nonmental health (non-MH) units (i.e., medical-surgical [MS] units) were not educated in recognizing or deescalating behavioral emergencies. Published evidence suggests a behavioral emergency response team (BERT) composed of MH experts who assist with deescalating behavioral emergencies may be beneficial in these situations. Therefore, we sought to implement a BERT on the inpatient non-MH units at our military treatment facility. The objectives of this evidence-based practice process improvement project were to determine how implementation of a BERT affects staff and patient safety and to examine nursing staffs' level of knowledge, confidence, and support in caring for psychiatric patients and patients exhibiting behavioral emergencies. A BERT was piloted on one MS unit for 5 months and expanded to two additional units for 3 months. Pre- and postimplementation staff surveys were conducted, and the number of staff assaults and injuries, restraint usage, and security intervention were compared. The BERT responded to 17 behavioral emergencies. The number of assaults decreased from 10 (pre) to 1 (post); security intervention decreased from 14 to 1; and restraint use decreased from 8 to 1. MS staffs' level of BERT knowledge and rating of support between MH staff and their staff significantly increased. Both MS and MH nurses rated the BERT as supportive and effective. A BERT can assist with deescalating behavioral emergencies, and improve staff collaboration and patient and staff safety. © 2017 Sigma Theta Tau International.

  13. Extended equal areas criterion: foundations and applications

    Energy Technology Data Exchange (ETDEWEB)

    Yusheng, Xue [Nanjim Automation Research Institute, Nanjim (China)

    1994-12-31

    The extended equal area criterion (EEAC) provides analytical expressions for ultra fast transient stability assessment, flexible sensitivity analysis, and means to preventive and emergency controls. Its outstanding performances have been demonstrated by thousands upon thousands simulations on more than 50 real power systems and by on-line operation records in an EMS environment of Northeast China Power System since September 1992. However, the researchers have mainly based on heuristics and simulations. This paper lays a theoretical foundation of EEAC and brings to light the mechanism of transient stability. It proves true that the dynamic EEAC furnishes a necessary and sufficient condition for stability of multi machine systems with any detailed models, in the sense of the integration accuracy. This establishes a new platform for further advancing EEAC and better understanding of problems. An overview of EEAC applications in China is also given in this paper. (author) 30 refs.

  14. Culture, Tradition, Custom, Law and Gender Equality

    Directory of Open Access Journals (Sweden)

    MJ Maluleke

    2012-03-01

    Full Text Available In August 2011 Advocate Joyce Maluleke, Director in the Gender Directorate of the South African Department of Justice and Constitutional Development addressed the Annual General Conference of the South African Chapter of the International Association of Women Judges held in Potchefstroom on the dangers of harmful traditional practices such as early and forced marriages, virginity testing, widow's rituals, levirate and sororate unions, female genital mutilation, breast sweeping/ironing, the primogeniture rule, practices such as 'cleansing' after male circumcision, and witch-hunting. Although she considers respect for tradition, culture and customs to be part of the South African identity, she argues that cultural practices should be rooted in respect for human rights, democracy and equality. We publish her paper here as an oratio.

  15. Interpretationen des Gleichheitsrechts Interpretations of Equality Law

    Directory of Open Access Journals (Sweden)

    Susanne Baer

    2004-07-01

    Full Text Available Die Diskussionen darum, wie genau ein Recht auf Gleichheit zu interpretieren ist, sind alt. Heute geht es darum, die in Deutschland und in Europa entwickelten Ansätze miteinander in Einklang zu bringen und effektives Recht gegen Diskriminierung gut begründen zu können. Das Buch von Nishihara macht dazu einen Vorschlag, der auch die wesentlichen Diskussionspunkte gewinnbringend zusammenträgt.Discussions of how the right to equality is to be exactly interpreted are old. Today, it is concerned with achieving accordance between approaches developed in Germany and Europe and with being able to adequately argue for effective laws against discrimination. Nishihara’s book makes a suggestion for this, which also successfully brings together the main points of discussion.

  16. Staff rotation: implications for occupational therapy.

    Science.gov (United States)

    Taylor, A; Andriuk, M L; Langlois, P; Provost, E

    1995-10-01

    Occupational therapy departments of tertiary care hospitals can provide staff with opportunities to gain diverse clinical experience if they rotate through the various services such as surgery, medicine, geriatrics, plastic surgery and orthopaedics. The system of rotation offers both advantages and disadvantages for the staff and the institution. The Royal Victoria Hospital in Montreal, a large university teaching hospital, had traditionally offered staff the opportunity to rotate. Changes in staffing and their needs however, resulted in rotation becoming an important issue within the department. This article presents the pros and the cons of rotation and non-rotation systems as identified by therapists and administrators across Canada. Staff rotation was found to have an effect on job satisfaction and a therapist's career orientation. Given these findings, administrators may want to reconsider the role of the generalist and specialist in their facilities.

  17. Development of a Refined Staff Group Trainer

    National Research Council Canada - National Science Library

    Quensel, Susan

    1999-01-01

    .... As a follow-on effort to the previous SGT project, the goal was to refine a brigade-level staff training program to more effectively and efficiently coordinate the activities within and between the...

  18. Public Relations Strategies for Scholastic Publication Staffs.

    Science.gov (United States)

    Konkle, Bruce E.

    2000-01-01

    Discusses the importance to scholastic publications staffs of four public relations strategies: meticulous research, systematic planning, strengthening communication efforts, and evaluation. Notes internal and external factors crucial to good public relations. Lists activities to consider. (SR)

  19. Technique for determining training staff size

    International Nuclear Information System (INIS)

    Frye, S.R.

    1985-01-01

    Determining an adequate training staff size is a vital function of a training manager. Today's training requirements and standards have dictated a more stringent work load than ever before. A trainer's role is more than just providing classroom lectures. In most organizations the instructor must develop programs, lesson plans, exercise guides, objectives, test questions, etc. The tasks of a training organization are never ending and the appropriate resources must be determined and allotted to do the total job. A simple method exists for determining an adequate staff. Although not perfect, this method will provide a realistic approach for determining the needed training staff size. This method considers three major factors: instructional man-hours; non-instructional man-hours; and instructor availability. By determining and adding instructional man-hours and non-instructional man-hours a total man-hour distribution can be obtained. By dividing this by instructor availability a staff size can be determined

  20. Meeting staff representatives of the European Agencies

    CERN Multimedia

    Staff Association

    2014-01-01

      The AASC (Assembly of Agency Staff Committee) held its 27th Meeting of the specialized European Agencies on 26 and 27 May on the premises of the OHIM (Office for Harmonization in the Internal Market) in Alicante, Spain. Two representatives of the CERN Staff Association, in charge of External Relations, attended as observers. This participation is a useful complement to regular contacts we have with FICSA (Federation of International Civil Servants' Associations), which groups staff associations of the UN Agencies, and the annual CSAIO conferences (Conference of Staff Associations of International Organizations), where each Autumn representatives of international organizations based in Europe meet to discuss themes of common interest to better promote and defend the rights of the international civil servants. All these meetings allow us to remain informed on items that are directly or indirectly related to employment and social conditions of our colleagues in other international and Europ...

  1. Does staff diversity imply openness to diversity?

    DEFF Research Database (Denmark)

    Lauring, Jakob; Selmer, Jan

    2013-01-01

    Purpose – Post-secondary educational organizations are currently some of the most diverse settings to be found. However, few educational studies have dealt with staff diversity and hardly any has looked outside the USA. The purpose of this paper is to present a study of members of international...... university departments in Denmark. The authors set out to investigate the relationship between different types of staff diversity and openness to diversity in terms of linguistic, visible, value, and informational heterogeneity. Design/methodology/approach – This study uses responses from 489 staff members......, was unrelated or negatively associated with positive diversity attitudes. Originality/value – Few studies deal with the role of staff diversity and no prior studies the authors know of have examined the link between diversity types and openness to diversity....

  2. Patient and staff doses in interventional neuroradiology

    International Nuclear Information System (INIS)

    Bor, D.; Cekirge, S.; Tuerkay, T.; Turan, O.; Guelay, M.; Oenal, E.; Cil, B.

    2005-01-01

    Radiation doses for interventional examinations are generally high and therefore necessitate dose monitoring for patients and staff. Relating the staff dose to a patient dose index, such as dose-area product (DAP), could be quite useful for dose comparisons. In this study, DAP and skin doses of 57 patients, who underwent neuro-interventional examinations, were measured simultaneously with staff doses. Although skin doses were comparable with the literature data, higher DAP values of 215 and 188.6 Gy cm 2 were measured for the therapeutical cerebral and carotid examinations, respectively, owing to the use of biplane system and complexity of the procedure. Mean staff doses for eye, finger and thyroid were measured as 80.6, 77.6 and 28.8 μGy per procedure. The mean effective dose per procedure for the radiologists was 32 μSv. In order to allow better comparisons to be made, DAP normalised doses were also presented. (authors)

  3. Improvements in Productivity Through Staff Integration

    National Research Council Canada - National Science Library

    Kelly, David S

    1988-01-01

    .... The prognosis is not good. This paper addresses one facet of improving a shipyard's position in an increasingly competitive environment improvements in over-all productivity resulting from integration of the functions of the shipyard staff...

  4. The Provisional Staff Regulations of the Agency

    International Nuclear Information System (INIS)

    1959-01-01

    In accordance with Article VII.E of the Statute and of the general principles approved by the General Conference in resolution GC.1(S)/RES/13, the Board of Governors has established 'the terms and conditions on which the Agency's staff shall be appointed, remunerated and dismissed.' The Provisional Staff Regulations thus approved and amended by the Board up to 15 January 1959 are reproduced in this document for the information of all Members of the Agency

  5. Training for staff who support students.

    Science.gov (United States)

    Flynn, Eleanor; Woodward-Kron, Robyn; Hu, Wendy

    2016-02-01

    Front-line administrative, academic and clinical teaching staff often find themselves providing pastoral and learning support to students, but they are often not trained for this role, and this aspect of their work is under-acknowledged. Staff participating in an action research study at two medical schools identified common concerns about the personal impact of providing student support, and of the need for professional development to carry out this responsibility. This need is magnified in clinical placement settings that are remote from on-campus services. Informed by participatory action research, brief interactive workshops with multimedia training resources were developed, conducted and evaluated at eight health professional student training sites. These workshops were designed to: (1) be delivered in busy clinical placement and university settings; (2) provide a safe and inclusive environment for administrative, academic and clinical teaching staff to share experiences and learn from each other; (3) be publicly accessible; and (4) promote continued development and roll-out of staff training, adapted to each workplace (see http://www.uws.edu.au/meusupport). The workshops were positively evaluated by 97 participants, with both teaching and administrative staff welcoming the opportunity to discuss and share experiences. Staff supporting health professional students have shared, often unmet, needs for support themselves Staff supporting health professional students have shared, often unmet, needs for support themselves. Participatory action research can be a means for producing and maintaining effective training resources as well as the conditions for change in practice. In our workshops, staff particularly valued opportunities for guided discussion using videos of authentic cases to trigger reflection, and to collaboratively formulate student support guidelines, customised to each site. © 2015 John Wiley & Sons Ltd.

  6. Staff rosters for 1979: environmental programs

    Energy Technology Data Exchange (ETDEWEB)

    1979-12-01

    The roster of the scientific and professional staffs of the Environmental Programs of the Department of Energy and Environment has been compiled as of December 1979. Staff members have been listed according to their organizational units, i.e., the Atmospheric Sciences Division, the Environmental Chemistry Division, the Oceanographic Sciences Division, and the Land and Freshwater Environmental Sciences Group. Educational background, research interests, professional activities, summary of experience at BNL, and selected publications have been included for each member listed.

  7. Night nursing – staff's working experiences

    Directory of Open Access Journals (Sweden)

    Campbell Ann-Mari

    2008-10-01

    Full Text Available Abstract Background Although the duties and working conditions of registered, and enrolled nurses have previously been described from different perspectives, they have not been examined from the night nursing aspect. The aim of the study was to describe the night nursing staff's working experiences. Methods The design of the study is qualitative and descriptive. Interviews were conducted with 10 registered and 10 enrolled nurses working as night staff at a Swedish University Hospital. The interview guide was thematic and concerned the content of their tasks, as well as the working conditions that constitute night nursing. In addition, the interviews were transcribed verbatim and analyzed using content analysis. Results The night duties have to be performed under difficult conditions that include working silently in dimmed lighting, and making decisions when fatigue threatens. According to the night staff, its main goals are to provide the patients with rest and simultaneously ensure qualified care. Furthermore, the night nursing staff must prepare the ward for the daytime activities. Conclusion The most important point is the team work, which developed between the registered and enrolled nurses and how necessary this team work is when working at night. In order for nurses working at night to be fully appreciated, the communication between day and night staff in health care organizations needs to be developed. Furthermore, it is important to give the night staff opportunities to use its whole field of competence.

  8. Job satisfaction among emergency department staff.

    Science.gov (United States)

    Suárez, M; Asenjo, M; Sánchez, M

    2017-02-01

    To compare job satisfaction among nurses, physicians and administrative staff in an emergency department (ED). To analyse the relationship of job satisfaction with demographic and professional characteristics of these personnel. We performed a descriptive, cross-sectional study in an ED in Barcelona (Spain). Job satisfaction was evaluated by means of the Font-Roja questionnaire. Multivariate analysis determined relationship between the overall job satisfaction and the variables collected. Fifty-two nurses, 22 physicians and 30 administrative staff were included. Administrative staff were significantly more satisfied than physicians and nurses: 3.42±0.32 vs. 2.87±0.42 and 3.06±0.36, respectively. Multivariate analysis showed the following variables to be associated with job satisfaction: rotation among the different ED acuity levels (OR: 2.34; 95%CI: 0.93-5.89) and being an administrative staff (OR: 0.27; 95%CI: 0.09-0.80). Nurses and physicians reported greater stress and work pressure than administrative staff and described a worse physical working environment. Interpersonal relationships obtained the highest score among the three groups of professionals. Job satisfaction of nurses and physicians in an ED is lower than that of administrative staff with the former perceiving greater stress and work pressure. Conversely, interpersonal relationships are identified as strength. Being nurse or physician and not rotating among the different ED acuity levels increase dissatisfaction. Copyright © 2016 College of Emergency Nursing Australasia. Published by Elsevier Ltd. All rights reserved.

  9. Teachers Negotiating Discourses of Gender (In) Equality: The Case of Equal Opportunities Reform in Andalusia

    Science.gov (United States)

    Cubero, Mercedes; Santamaría, Andrés; Rebollo, Mª Ángeles; Cubero, Rosario; García, Rafael; Vega, Luisa

    2015-01-01

    This article is focused on the analysis of the narratives produced by a group of teachers, experts in coeducation, while they were discussing their everyday activities. They are responsible for the implementation of a Plan for Gender Equality in public secondary schools in Andalusia (Spain). This study is based on contributions about doing gender…

  10. Innovative public library services - staff-less or staff-intensive?

    DEFF Research Database (Denmark)

    Johannsen, Carl Gustav Viggo

    2014-01-01

    materials from their home address. The purpose of this paper is to examine whether such developments will necessarily lead to a situation where public libraries become self-service institutions or to what extent self-service and innovative staff-intensive library services can develop and co...... that staff attitudes toward staff-less libraries, and – more surprising – also toward more staff-intensive practices have been somewhat reluctant and skeptical. The paper also presents leadership initiatives which have proved to handle such resistances constructively. Originality/value – The paper contains...

  11. German General Staff Officer Education and Current Challenges

    National Research Council Canada - National Science Library

    Groeters, Thomas

    2006-01-01

    "German General Staff Officer Education and Current Challenges" examines the institutional education of German General Staff Officers, as experienced by the author, and offers a "Conceptual Competency...

  12. The effectiveness of staff training focused on increasing emotional intelligence and improving interaction between support staff and clients

    NARCIS (Netherlands)

    Zijlmans, L.J.M.; Embregts, P.J.C.M.; Gerits, L.; Bosman, A.M.T.; Derksen, J.

    2015-01-01

    Background Recent research addressed the relationship between staff behaviour and challenging behaviour of individuals with an intellectual disability (ID). Consequently, research on interventions aimed at staff is warranted. The present study focused on the effectiveness of a staff training aimed

  13. Estimation and Direct Equalization of Doubly Selective Channels

    NARCIS (Netherlands)

    Barhumi, I.; Leus, G.; Moonen, M.

    2006-01-01

    We propose channel estimation and direct equalization techniques for transmission over doubly selective channels. The doubly selective channel is approximated using the basis expansion model (BEM). Linear and decision feedback equalizers implemented by time-varying finite impulse response (FIR)

  14. THE CONSTITUTIONAL PRINCIPLE OF EQUALITY - LEGAL SIGNIFICANCE AND SOCIAL IMPLICATIONS -

    Directory of Open Access Journals (Sweden)

    Marius ANDREESCU

    2017-12-01

    Full Text Available The equality in human rights and obligations, the equality of citizens before the law are fundamental categories of the theories on social democracy but also conditions of the lawful state, without which constitutional democracy cannot be conceived. In Romanian Constitution, this principle is consecrated in the form of equality of the citizens before the law and public authorities. There are also particular aspects of this principle consecrated in the Constitution. The constitutional principle of equality requires that equal treatment be applied to equal situations. This social and legal reality implies numerous interferences between the principle of equality and other constitutional principles. In this study, by using theoretical and jurisprudential arguments, we intend to demonstrate that, in relation to contemporary social reality, equality, as a constitutional principle, is a particular aspect of the principle of proportionality. The latter one expresses in essence the ideas of: fairness, justice, reasonableness and fair appropriateness of state decisions to the facts and legitimate aims proposed.

  15. Occupational hazards among clinical dental staff.

    Science.gov (United States)

    Fasunloro, Adebola; Owotade, Foluso John

    2004-05-15

    Although identification of risks to dental healthcare workers has been explored in several industrialized nations, very little data is available from developing countries. This paper examines the occupational hazards present in the dental environment and reports survey results concerning attitudes and activities of a group of Nigerian dental care providers. A survey on occupational hazards was conducted among the clinical dental staff at the Dental Hospital of the Obafemi Awolowo University Teaching Hospital Complex, Ile-Ife in Osun State, Nigeria. Thirty eight of the forty staff responded, yielding a response rate of 95%. Subject ages ranged from 26 to 56 years with approximately 25% in the 31-46 year old bracket. All of the staff were aware of the occupational exposure to hazards, and the majority had attended seminars/workshops on the subject. Only five staff members (13.2%) owned a health insurance policy and 26 (68.4%) had been vaccinated against Hepatitis B infection. All dentists (24) had been vaccinated compared with only two non-dentists; this relationship was significant (p= 30.07, chi2=0.000). Fourteen members of the clinical staff (36.8%) could recall a sharp injury in the past six months, and the majority (71.1%) had regular contact with dental amalgam. Wearing protective eye goggles was the least employed cross infection control measure, while backache was the most frequently experienced hazard in 47% of the subjects. The need for Hepatitis B vaccinations for all members of the staff was emphasized, and the enforcement of strict cross infection control measures was recommended. The physical activities and body positions that predispose workers to backaches were identified and staff education on the prevention of backaches was provided.

  16. COP 23: Gender Equality and Climate Change

    Directory of Open Access Journals (Sweden)

    Struck-Garbe, Marion

    2018-03-01

    Full Text Available The World Climate Conference 2017 (COP 23 yielded the adoption of the first United Nations Framework Convention on Climate Change Gender Action Plan (GAP. This is a positive shift towards an integration of gender justice and human rights in the context of the UN Climate Action Plan. GAP necessitates importance granted to gender-equal climate policy and therefore, must be integrated into national climate action plans (programs. The first progress assessment will be conducted at COP 25 towards the end of 2019. However, while GAP recognizes women’s roles and importance with regard to climate change, it does not reach out beyond this. For instance, development policy measures that likewise play an important role have been excluded. In the Asia-Pacific the specific role of women as livelihood providers has received minimal attention and resultantly there has been little implementation of concrete measures. There are still many steps to be taken before deeper and more fundamental changes are reached.

  17. Battery Charge Equalizer with Transformer Array

    Science.gov (United States)

    Davies, Francis

    2013-01-01

    High-power batteries generally consist of a series connection of many cells or cell banks. In order to maintain high performance over battery life, it is desirable to keep the state of charge of all the cell banks equal. A method provides individual charging for battery cells in a large, high-voltage battery array with a minimum number of transformers while maintaining reasonable efficiency. This is designed to augment a simple highcurrent charger that supplies the main charge energy. The innovation will form part of a larger battery charge system. It consists of a transformer array connected to the battery array through rectification and filtering circuits. The transformer array is connected to a drive circuit and a timing and control circuit that allow individual battery cells or cell banks to be charged. The timing circuit and control circuit connect to a charge controller that uses battery instrumentation to determine which battery bank to charge. It is important to note that the innovation can charge an individual cell bank at the same time that the main battery charger is charging the high-voltage battery. The fact that the battery cell banks are at a non-zero voltage, and that they are all at similar voltages, can be used to allow charging of individual cell banks. A set of transformers can be connected with secondary windings in series to make weighted sums of the voltages on the primaries.

  18. Equalizer: a scalable parallel rendering framework.

    Science.gov (United States)

    Eilemann, Stefan; Makhinya, Maxim; Pajarola, Renato

    2009-01-01

    Continuing improvements in CPU and GPU performances as well as increasing multi-core processor and cluster-based parallelism demand for flexible and scalable parallel rendering solutions that can exploit multipipe hardware accelerated graphics. In fact, to achieve interactive visualization, scalable rendering systems are essential to cope with the rapid growth of data sets. However, parallel rendering systems are non-trivial to develop and often only application specific implementations have been proposed. The task of developing a scalable parallel rendering framework is even more difficult if it should be generic to support various types of data and visualization applications, and at the same time work efficiently on a cluster with distributed graphics cards. In this paper we introduce a novel system called Equalizer, a toolkit for scalable parallel rendering based on OpenGL which provides an application programming interface (API) to develop scalable graphics applications for a wide range of systems ranging from large distributed visualization clusters and multi-processor multipipe graphics systems to single-processor single-pipe desktop machines. We describe the system architecture, the basic API, discuss its advantages over previous approaches, present example configurations and usage scenarios as well as scalability results.

  19. Sweden: Combining childbearing and gender equality

    Directory of Open Access Journals (Sweden)

    Eva Bernhardt

    2008-07-01

    Full Text Available Sweden is the forerunner of the Second Demographic Transition. Fertility trends have fluctuated greatly since the 1960s, and the 1990s showed both European-highest and lowest-ever-in-Sweden levels, while the cohort pattern has been relatively stable. Period fluctuations have been accompanied by a postponement of entering committed partnerships and parenthood as well as an increasing instability of family relationships. The awareness and the availability of effective contraceptives have been extensive since the mid-1970s, the year the liberal abortion law was introduced. Post-modern values are dominant in this highly secularized society, but ideal family size is among the highest in the European Union, and childlessness has remained at a relatively low level. Ethnic diversification has increased over time, with about one-fifth of the population having a 'foreign background' in the early 2000s. The level of female labor-force participation is the highest in Europe (although mothers of pre-schoolers often work part-time, and young women are just as highly educated as men. Family policies, based on the principle of equality across social groups and gender, seem to play an important role in keeping fertility relatively high. In combination with other factors, family policies also play a role in the fluctuations of fertility rates, as eligibility to parental-leave and benefits as well as the availability of public childcare are linked to parents' labor-force attachment.

  20. THEORETICAL DEBATES ON THE CONCEPT OF "GENDER EQUALITY"

    OpenAIRE

    Cristina RADOI

    2012-01-01

    This paper analyses the three types of gender equality and the political strategies adopted by the European Union. The paper presents the theoretical debates on the concept of gender equality and the efficiency of the strategies designed for each individual type of equality. The European Union preferred to substitute the use of the initially adopted strategies (equal opportunities and positive action), with the strategy of gender mainstreaming. However, this article brings arguments that all ...

  1. 48 CFR 452.211-70 - Brand Name or Equal.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Brand Name or Equal. 452... FORMS SOLICITATION PROVISIONS AND CONTRACT CLAUSES Texts of Provisions and Clauses 452.211-70 Brand Name or Equal. As prescribed in 411.171, insert the following provision: Brand Name or Equal (NOV 1996...

  2. 48 CFR 1852.210-70 - Brand name or equal.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true Brand name or equal. 1852... 1852.210-70 Brand name or equal. As prescribed in 1810.011-70(a), insert the following provision: Brand Name or Equal (DEC 1988) (a) As used in this provision, “brand name” means identification of products...

  3. 48 CFR 852.211-73 - Brand name or equal.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Brand name or equal. 852... Brand name or equal. As prescribed in 811.104-71, insert the following clause: Brand Name or Equal (JAN 2008) (Note: As used in this clause, the term “brand name” includes identification of products by make...

  4. The Fate of Equality in a Technological Civilization

    Science.gov (United States)

    Stivers, Richard

    2008-01-01

    The meaning of equality has been radically altered since the Enlightenment. In the 18th century, equality acquired political and economic meanings specifically in the contexts of democracy and capitalism. Today, the context in which equality is understood and practiced is technology as our most immediate and compelling environment. Moreover, the…

  5. Community of Practice to Institutionalize Gender Equality | IDRC ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    Achieving equality between women and men ("gender equality") is an important principle of Canada's international cooperation program. Canadian organizations receiving CIDA funding must comply with CIDA's policy on gender equality, and many have adopted their own such policies. However, despite progress made ...

  6. Are some taxpayers treated more equally than others? A theoretical ...

    African Journals Online (AJOL)

    2011-08-26

    Aug 26, 2011 ... 2Key words: Bill of Rights, Constitution, Income Tax Act, human dignity, discrimination, right to equality. Introduction. 1George Orwell (1945), in Chapter 10 of Animal Farm, his satirical work on communism, wrote: “All animals are equal, but some animals are more equal than others”. The Income Tax Act (Act ...

  7. 29 CFR 530.414 - Equal Access to Justice Act.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Equal Access to Justice Act. 530.414 Section 530.414 Labor... OF HOMEWORKERS IN CERTAIN INDUSTRIES Administrative Procedures § 530.414 Equal Access to Justice Act. Proceedings under this part are not subject to the provisions of the Equal Access to Justice Act. In any...

  8. Reflections on Mainstreaming Gender Equality in Adult Basic Education Programmes

    Science.gov (United States)

    Lind, Agneta

    2006-01-01

    This article is about mainstreaming gender equality in adult basic learning and education (ABLE). Gender equality is defined as equal rights of both women and men to influence, participate in and benefit from a programme. It is argued that specific gender analyses of emerging patterns of gender relations is helpful in formulating gender equality…

  9. Understanding Job Stress among Healthcare Staff

    Directory of Open Access Journals (Sweden)

    Dola Saha

    2011-04-01

    Full Text Available Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specialty hospital using a structured personal interview questionnaire consisting of 21 sources of stress. The hospital staff was asked to rate each item according to the extent to which it had contributed to their stress as experienced in their jobs in the past few months on a scale of 0 (not at all,1(a little, 2(quite a bit, 3 (a lot. A global rating of stress was also obtained. Result: The prime sources of stress were found to be underpayment (76%, excessive workload (70.3%, inadequate staff (48.6, & being involved in the emotional distress of patients (46.7%. Conclusion: The staffs of the hospital were in moderate stress due to the prime stressors so adequate measures should be taken to alleviate these stressors. This could be achieved through workload management, job redesign, & by offering occupational health education.

  10. Sleep Quality among Female Hospital Staff Nurses

    Directory of Open Access Journals (Sweden)

    Pei-Li Chien

    2013-01-01

    Full Text Available Purpose. To investigate sleep quality of hospital staff nurses, both by subjective questionnaire and objective measures. Methods. Female staff nurses at a regional teaching hospital in Northern Taiwan were recruited. The Chinese version of the pittsburgh sleep quality index (C-PSQI was used to assess subjective sleep quality, and an electrocardiogram-based cardiopulmonary coupling (CPC technique was used to analyze objective sleep stability. Work stress was assessed using questionnaire on medical worker’s stress. Results. A total of 156 staff nurses completed the study. Among the staff nurses, 75.8% (117 had a PSQI score of ≥5 and 39.8% had an inadequate stable sleep ratio on subjective measures. Nurses with a high school or lower educational degree had a much higher risk of sleep disturbance when compared to nurses with a college or higher level degree. Conclusions. Both subjective and objective measures demonstrated that poor sleep quality is a common health problem among hospital staff nurses. More studies are warranted on this important issue to discover possible factors and therefore to develop a systemic strategy to cope with the problem.

  11. Open educational resources: staff attitudes and awareness

    Directory of Open Access Journals (Sweden)

    Vivien Rolfe

    2012-02-01

    Full Text Available Attitudes are changing in education globally to promote the open sharing of educational courses and resources. The aim of this study was to explore staff awareness and attitudes toward ‘open educational resources’ (OER as a benchmark for monitoring future progress. Faculty staff (n=6 were invited to participate in semi-structured interviews which facilitated the development of a questionnaire. Staff respondents (n=50 were not familiar with the term OER but had a clear notion of what it meant. They were familiar with open content repositories within the university but not externally. A culture of borrowing and sharing of resources exists between close colleagues, but not further a field, and whilst staff would obtain resources from the Internet they were reticent to place materials there. Drivers for mobilising resources included a strong belief in open education, the ability of OER to enhance individual and institutional reputations, and economic factors. Barriers to OER included confusion over copyright and lack of IT support. To conclude, there is a positive collegiate culture within the faculty, and overcoming the lack of awareness and dismantling the barriers to sharing will help advance the open educational practices, benefiting both faculty staff and the global community.

  12. [A staff development model in psychiatric nursing].

    Science.gov (United States)

    Koen, D; Muller, M; Poggenpoel, M

    1995-03-01

    The nursing service manager is accountable for the quality of nursing care delivered in the nursing service. It is therefore important that the nursing service manager facilitates staff development in the nursing service. It is not only the nursing service manager's responsibility to make provision for staff development--the nurse also has a responsibility in this regard. He/she should purposefully make an effort to keep up to date with the latest developments. This article focuses on the co-responsibility of the psychiatric nurse and nursing service manager regarding staff development. A model for staff development is described, in accordance with the guidelines of Dickoff, James & Wiedenbach for theory development. An inductive approach was primarily followed to describe the provisional model, after which a literature study was employed to refine and purify the model. This model was exposed to expert evaluation, after which the final model for staff development of psychiatric nurses was described. Recommendations include the testing of certain hypotheses and utilisation of this model in psychiatric nursing practice.

  13. [Improving nursing staff accuracy in administering chemotherapy].

    Science.gov (United States)

    Lin, Chin-Ying; Chu, Yun-Li; Chiou, Yen-Gan; Chiang, Ming-Chu

    2009-12-01

    As most anticancer drugs are cytotoxic, their safe and error-free application is important. We analyzed data from the hematology-oncology ward chemotherapy checklist dated January 13th through February 3rd, 2007 and found accuracy rates for chemotherapy drug usage as low as 68.4%. Possible causes identified for this poor result include incomplete chemotherapy standards protocols, lack of chemotherapy quality control, and insufficient chemotherapy knowledge amongst nursing staff. This project aimed to improve the accuracy of nursing staff in administering chemotherapy and to raise nursing staff knowledge regarding chemotherapy. Our strategies for improvement included completing a chemotherapy standards protocol, establishing a chemotherapy quality-control monitoring system, augmenting chemotherapy training and adding appropriate equipment and staff reminders. After strategies were implemented, accuracy in chemotherapy administration rose to 96.7%. Related knowledge amongst nursing staff also improved from an initial 77.5% to 89.2%. Implementing the recommended measures achieved a significant improvement in the accuracy and quality of chemotherapy administered by nursing personnel.

  14. Cancer prevention and health promotion for people with intellectual disabilities: an exploratory study of staff knowledge.

    Science.gov (United States)

    Hanna, L M; Taggart, L; Cousins, W

    2011-03-01

    As people with intellectual disabilities (ID) are living longer, their chances of developing cancer also increases. However, recognising the early signs and symptoms of cancer in a population with cognitive impairment and communication difficulties poses difficulties for both family carers and professional care staff. Engagement in health promotion and cancer prevention activities is also a challenge; yet, people with ID have an equal right to these important public services as other members of the population. The aim of this study was to examine how care staff engaged in cancer prevention and health promotion activities on behalf of people with ID. This was an exploratory descriptive study using a postal survey design employing a questionnaire. Fifteen residential facilities for adults with ID were targeted within one geographic region of the UK. In total, 40 residential staff completed a questionnaire about their knowledge of the risk and protective factors of stomach, breast, cervical and testicular cancer. Staff then completed questionnaires regarding 90 adults with ID, recording details about body mass index (BMI), lifestyle choices (i.e. smoking, dietary intake), Helicobacter pylori testing, family history of cancer and staff's health promotion and cancer prevention activities with these individuals. The women with ID were reported to have significantly higher BMIs than the men with ID and only two people with ID had been tested for the H. pylori infection: potential risk factors for developing breast and stomach cancer, respectively. The majority of the staff reported that they did not receive training in cancer prevention. Likewise, the majority of the staff reported that they were unaware of the family histories of the people with ID in their care. Reports varied with how staff engaged with people with ID regarding stomach, breast, cervical and testicular cancer health promotion activities and cancer screening opportunities. Findings of this study show

  15. Born free and equal?: on the ethical consistency of animal equality

    OpenAIRE

    Bruers, Stijn

    2014-01-01

    This dissertation investigates the possibility of constructing a consistent ethical system that offers clear notions of equality and incorporates an animal ethic. The first part is more meta-ethical in nature, reflecting on notions such as moral intuitions, universalism, consistency and coherence. It demonstrates that moral illusions might exist and offers a method to discover such moral illusions. The second part turns to normative ethics, dealing with principles of welfare, justice and ...

  16. The road to equal partnership. Overview.

    Science.gov (United States)

    1995-01-01

    In 1945, the UN Charter became the first international instrument to establish the principle of equality between the sexes. It took 30 more years for the UN to proclaim an International Women's Year and convene the first UN Women's Conference in Mexico City. The Mexico City conference allowed women to cross national, economic, and cultural lines to identify common problems and adopt a plan of action which guided the development of a wide range of issues. Simultaneously, the UN launched its first Decade for Women, during which it recommended translating its 1967 Declaration on the Elimination of all Forms of Discrimination Against Women into a legally binding international convention which has now been ratified by 135 countries. In July 1985, the World Conference to Review and Appraise the Achievements of the Decade for Women was convened in Nairobi. During this conference, the Nairobi Forward Looking Strategies (NFLS) were adopted and the Second Decade for Women was launched. The NFLS covered the whole range of women's issues and, perhaps, was representative of hope rather than reality, especially in light of the worldwide recession. During the 1990s, the UN held a Conference on Environment and Development, and, for the first time, women's issues were seen as cross-cutting environmental issues and were, therefore, mainstreamed into Agenda 21, the conference's plan of action. This progress was furthered by the World Conference on Human Rights in 1993 and the 1994 Conference on Population and Development. The two major international conferences scheduled for 1995, the World Summit for Social Development in Copenhagen and the Fourth World Conference on Women in Beijing, will each address the most pressing of women's issues, including poverty and violence. The Platform of Action being proposed for Beijing will also focus on specific steps to implement earlier recommendations. As women's issues become more and more integrated into economic, environmental, and social

  17. Plurality and equality in the Learning Communities

    Directory of Open Access Journals (Sweden)

    Mimar Ramis-Salas

    2015-09-01

    Full Text Available Purpose: to present empirical evidence of the success generated as a result of the types of organization of the centres and the classrooms in the CA. The inclusion of the plurality of voices of families from very different origins allows for an education that based on the plurality and diversity manages to achieve a greater equality in the results of all children. Design/methodology/approach: the present article is based on 1 review of the scientific literature in journals selected in the Journal Citation Reports about the types of participation of migrant families and from cultural minorities and their effect on the education of their children; and 2 on the collection of testimonies of migrant and cultural minority families through qualitative techniques. Findings and Originality/value: empirical evidence is presented about how the types of management and organization of the families participation in the classroom and the school of Learning communities maximize the plurality of voices (migrant and cultural minority families and contribute to improve the results of the children of the social groups who are most underprivileged and who obtain a greater improvement in the results levelling them with those of the mainstream society. Research limitations/implications: complexity to achieve a climate of ideal egalitarian dialogue in the framework of the communicative research data collection techniques Social implications: the article emphasizes the fact that evidence based actions achieve social and educational transformation, contributing to respond to the objectives of Europe 2020 to achieve more inclusive societies. Originality/value: how through implementing certain forms of classroom and school organization based on the inclusion of the plurality of voices, we contribute evidence of the improvement of the management of the center and the transformation of the relations with the community, beyond the educational success.

  18. Telemedicine - a scientometric and density equalizing analysis.

    Science.gov (United States)

    Groneberg, David A; Rahimian, Shaghayegh; Bundschuh, Matthias; Schwarzer, Mario; Gerber, Alexander; Kloft, Beatrix

    2015-01-01

    As a result of the various telemedicine projects in the past years a large number of studies were recently published in this field. However, a precise bibliometric analysis of telemedicine publications does not exist so far. The present study was conducted to establish a data base of the existing approaches. Density-equalizing algorithms were used and data was retrieved from the Thomson Reuters database Web of Science. During the period from 1900 to 2006 a number of 3290 filed items were connected to telemedicine, with the first being published in 1964. The studies originate from 101 countries, with the USA, Great Britain and Canada being the most productive suppliers participating in 56.08 % of all published items. Analyzing the average citation per item for countries with more than 10 publications, Ireland ranked first (10.19/item), New Zealand ranked second (9.5/item) followed by Finland (9.04/item). The citation rate can be assumed as an indicator for research quality. The ten most productive journals include three journals with the main focus telemedicine and another five with the main focus "Information/Informatics". In all subject categories examined for published items related to telemedicine, "Health Care Sciences & Services" ranked first by far. More than 36 % of all publications are assigned to this category, followed by "Medical Informatics" with 9.72 % and "Medicine, General & Internal" with 8.84 % of all publications. In summary it can be concluded that the data shows clearly a strong increase in research productivity. Using science citation analysis it can be assumed that there is a large rise in the interest in telemedicine studies.

  19. Multilevel Examination of Burnout among High School Staff: Importance of Staff and School Factors

    Science.gov (United States)

    O'Brennan, Lindsey; Pas, Elise; Bradshaw, Catherine

    2017-01-01

    Previous studies have linked teacher burnout with job performance, satisfaction, and retention; however, there has been limited exploration of potential individual and school contextual factors that may influence burnout. The current study examined high school staff members' reports of burnout as they relate to staff demographics and perceptions…

  20. JOB CENTRE FOR DOMESTIC STAFF IN SWITZERLAND

    CERN Multimedia

    Relations with the Host States Service; http://www.cern.ch/relations/

    2001-01-01

    The Permanent mission of Switzerland to the International Organisations in Geneva has informed CERN that the Geneva Welcome Centre has set up an employment registration desk for the domestic staff of international civil servants. The aim of this pilot project is, on the one hand, to help international civil servants find domestic staff and, on the other hand, to help domestic staff holding an 'F'-type carte de légitimation find employment within 30 days after the expiry of a contract. For more information, please contact the Geneva Welcome Centre, La Pastorale, 106, route de Ferney, Case postale 103, 1211 Genève 20, tel. (+41.22) 918 02 70, fax (+41.22) 918 02 79), http://geneva-international.org/Welcome.E.html.

  1. The different roles of the Staff association

    CERN Multimedia

    Staff Association

    2012-01-01

    The statutory role of the CERN Staff Association is defined in Chapter VII of the Staff Rules and Regulations. The means of the Association to realize its aims are described in Article I.1.3 of the Statutes of the CERN Staff Association. Generally speaking, its aims are “To serve and defend the economic, social, professional and moral interests of its members and all CERN staff“. Usually we deal with professional and social issues (employment conditions, defence of collective or individual rights, promotion of basic research...). But the Association also plays a role of integration (clubs promoting cultural, humanitarian, and sport or offering entertainment, organizing exhibitions and conferences) and it can promote actions to provide its members with material or social advantages (Interfon, commercial offers). Advantageous commercial offers In recent years the Association was able to negotiate with business or cultural partners benefits for its members. A full list can be found on our...

  2. Exposure of Medical Staff during Interventional Procedures

    International Nuclear Information System (INIS)

    Osvay, M.; Turak, O.

    2013-01-01

    The medical staff during interventional procedures receives significant doses on their hands, or parts of their body not covered with protective shielding equipment, as they are close to X-rays field. It can be stated, that interventional radiology and cardiology have one of the highest doses among the X-ray diagnostic procedures. The radiologist use X-ray machine directly in the interventional procedures. The occupational dose is measured only by one Kodak film badge worn under the lead apron for the estimation of the effective dose in Hungary. Our lecture presents the results of dose measurements on eye lens, hands, knees using LiF thermoluminescent dosemeters on the medical staff of two Hungarian hospitals. Results suggest that wearing only one film badge (or other dosemeter system) under the lead apron does not provide proper information on the real occupational dose of medical staff.(author)

  3. Equal Pay for Equal Qualifications? A Model for Determining Race or Sex Discrimination in Salaries. AIR Forum Paper 1978.

    Science.gov (United States)

    Muffo, John; And Others

    Equal pay for equal work by persons of equal qualifications is the concept behind laws against race and sex discrimination in salaries in the United States. However, determining the existence and extent of discrimination is not a simple matter. A four-step procedure is recommended that attempts to uncover the existence of discrimination and begins…

  4. Twitter accounts followed by Congressional health staff.

    Science.gov (United States)

    Grande, David; Meisel, Zachary F; Merchant, Raina M; Seymour, Jane; Gollust, Sarah E

    2017-07-01

    Although health policy research should inform policy making, the communication gap between researchers and policy makers limits successful translation. Social media represents a new opportunity to connect researchers and policy makers. Our objective was to assess who Congressional health policy staff follow on a major social media platform. Cross-sectional study. Our study measured Congressional health policy staff's use of Twitter and the types of individuals and organizations they follow. To focus on more influential Twitter accounts, we restricted our sample to those followed by at least 3 individual Congressional staff members. Of the 30,843 accounts followed by the 115 Congressional health policy staff, 1273 were potentially policy-related and followed by 3 or more staff. Of these, few were academically affiliated (2.4%) or explicitly health-related (5.6%) sites; many were general news media sources (50.9%) and political and governmental sources (36.4%). Health-focused accounts were frequently connected to the news media or government rather than academia. Top accounts followed (ie, highest quintile) were most likely to be national news organizations (odds ratio [OR], 5.88; 95% confidence interval [CI], 1.75-19.7) and elected officials (OR, 8.22; 95% CI, 1.75-38.6) compared with advocacy and interest groups. Health-related and academic sources are largely absent from the Twitter conversations with US Congressional health policy staff. Even within social media, traditional and political news media are important information intermediaries that researchers and journals should target to disseminate health policy evidence.

  5. Turbo-per-Tone Equalization for ADSL Systems

    Directory of Open Access Journals (Sweden)

    Vanhaute Hilde

    2005-01-01

    Full Text Available We study the equalization procedure in discrete multitone (DMT-based systems, in particular, in DMT-based ADSL systems. Traditionally, equalization is performed in the time domain by means of a channel shortening filter. Shifting the equalization operations to the frequency domain, as is done in per-tone equalization, increases the achieved bitrate by 5–10%. We show that the application of the turbo principle to per-tone equalization can provide significant additional gains. In the proposed receiver structure, referred to as a "turbo-per-tone equalization" structure, equalization and decoding are performed in an iterative fashion. Equalization is done by means of a linear minimum mean squared error (MMSE equalizer, using a priori information. We give a description of an efficient implementation of such an equalizer in the per-tone structure. Simulations show that we obtain a bitrate increase of 12–16% compared to the original per-tone equalization-based receiver structure.

  6. Design of least-mean-square based adaptive optical equalizers

    Science.gov (United States)

    Ghosh, Anjan; Barner, Jim; Paparao, Palacharla

    1992-07-01

    Dispersion effects and attenuation over long distances cause degradation to a signal waveform in any communication channel, even optical fibers. Equalization is the process of restoring the shape of the signal waveform. Most current equalization techniques to combat signal distortion in optical fibers rely upon complex electronic realizations to process data converted from the optical signal of interest. The focus of this paper is to study the feasibility of designing efficient optical adaptive equalizers for the optical processing of guided lightwave signal waveforms corrupted by dispersion and attenuation effects varying slowly with time. The least-mean-square algorithm is used to adapt an equalizer's weights in real-time as the optical channel varies. The convergence and learning capabilities of the equalizer are analyzed as a function of the equalizer parameters and optical hardware errors. Optimal equalizer parameters are determined through analysis and numerical simulation such that the effects of optical errors and noise are reduced.

  7. Mentoring--a staff retention tool.

    Science.gov (United States)

    Kanaskie, Mary Louise

    2006-01-01

    Staff retention presents a common challenge for hospitals nationwide. Mentorship programs have been explored as one method of creating environments that promote staff retention. Successful achievement of nurse competencies identified in the Synergy Model for Patient Care can best be achieved in an environment that encourages and facilitates mentoring. Mentoring relationships in critical care provide the ongoing interactions, coaching, teaching, and role modeling to facilitate nurses' progression along this continuum. Mentoring relationships offer support and professional development for nurses at all levels within an organization as well as an optimistic outlook for the nursing profession.

  8. Outbreak of Mysterious Illness Among Hospital Staff

    DEFF Research Database (Denmark)

    Jacobsen, Peter; Ebbehøj, Niels Erik

    2016-01-01

    BACKGROUND: Hospitals are rarely reported as settings for mass psychogenic illness (MPI). The present report scrutinizes an outbreak of probable MPI among hospital staff, with medical intervention reinforcing the course of the illness. CASE REPORT: Four of seven staff members in an emergency...... the following 9 days, 14 possible poisoning victims were identified, 6 of whom were transferred for HBO. After hospital stays with repeated HBO treatment and examinations without identification of significant physical disease, the majority of the 10 HBO-treated victims remained symptomatic, some on prolonged....... Outbreaks of illness in a group of symptomatic victims without indication of significant physical disease should be managed by observation and limited intervention....

  9. Validation of the STAFF-5 computer model

    International Nuclear Information System (INIS)

    Fletcher, J.F.; Fields, S.R.

    1981-04-01

    STAFF-5 is a dynamic heat-transfer-fluid-flow stress model designed for computerized prediction of the temperature-stress performance of spent LWR fuel assemblies under storage/disposal conditions. Validation of the temperature calculating abilities of this model was performed by comparing temperature calculations under specified conditions to experimental data from the Engine Maintenance and Dissassembly (EMAD) Fuel Temperature Test Facility and to calculations performed by Battelle Pacific Northwest Laboratory (PNL) using the HYDRA-1 model. The comparisons confirmed the ability of STAFF-5 to calculate representative fuel temperatures over a considerable range of conditions, as a first step in the evaluation and prediction of fuel temperature-stress performance

  10. 7 CFR 1700.27 - Chief of Staff.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 11 2010-01-01 2010-01-01 false Chief of Staff. 1700.27 Section 1700.27 Agriculture... GENERAL INFORMATION Agency Organization and Functions § 1700.27 Chief of Staff. The Chief of Staff aids and assists the Administrator and the Deputy Administrator. The Chief of Staff advises the...

  11. 18 CFR 701.76 - The Water Resources Council Staff.

    Science.gov (United States)

    2010-04-01

    ... Council Staff. 701.76 Section 701.76 Conservation of Power and Water Resources WATER RESOURCES COUNCIL COUNCIL ORGANIZATION Headquarters Organization § 701.76 The Water Resources Council Staff. The Water Resources Council Staff (hereinafter the Staff) serves the Council and the Chairman in the performance of...

  12. 10 CFR 2.709 - Discovery against NRC staff.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Discovery against NRC staff. 2.709 Section 2.709 Energy... Rules for Formal Adjudications § 2.709 Discovery against NRC staff. (a)(1) In a proceeding in which the NRC staff is a party, the NRC staff will make available one or more witnesses, designated by the...

  13. 10 CFR 2.1505 - Role of the NRC staff.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 1 2010-01-01 2010-01-01 false Role of the NRC staff. 2.1505 Section 2.1505 Energy... Legislative Hearings § 2.1505 Role of the NRC staff. The NRC staff shall be available to answer any Commission or presiding officer's questions on staff-prepared documents, provide additional information or...

  14. Insistent Dryland Narratives: Portraits of Knowledge about Human ...

    African Journals Online (AJOL)

    The drylands in the West African Sahel region have, since the catastrophic drought event in the 1970s, been a focal point of interest in the cross field between environmental research, knowledge systems and policy intervention strategies. Major international institutions, agencies and conventions have played an important ...

  15. PEDAGOGIA: por entre resistências e insistências

    Directory of Open Access Journals (Sweden)

    Maria Amélia do Rosário Santoro Franco

    2017-08-01

    Full Text Available Este artigo parte do pressuposto de que a pedagogia é ou deveria ser o pensamento reflexivo sobre o que ocorre nas práticas educativas; ao mesmo tempo em que é, ou deveria ser, o pensamento crítico que reelabora, corrige e orienta o que deveria ocorrer nas práticas educativas; desta forma, é aqui considerada como uma prática teórica na perspectiva althusseriana. O presente artigo é resultado de meta-reflexões sobre pesquisas anteriores, elaborado sob forma de pesquisa teórica e aponta a reafirmação do caráter eminentemente político dessa ciência, realçando que a reflexão e a crítica são movimentos essenciais para a compreensão do fenômeno educativo e que a não consideração dessas especificidades tem produzido o esgotamento da racionalidade pedagógica, o que pode trazer e tem trazido fortes abalos às possibilidades de uma prática educativa crítica e comprometida. Propõe a necessária resistência de educadores à estrutura social/política que retira as possibilidades de construção de humanidade no processo educativo.

  16. End of the world is nigh, scientists insist

    CERN Multimedia

    Radford, T

    2001-01-01

    Delegates at the British Association Festival of Science were presented with a number of doomsday scenarios. Quantum fluctuations, strangelets and asteroids were all described as having the potential to destroy the world, even the universe (2 pages).

  17. Niños maltratados: Un problema que insiste.

    OpenAIRE

    EM Gagneten

    1992-01-01

    En este trabajo se analiza el maltrato a los niños a partir de la evaluación del vínculo entre padres e hijos, considerando en particular lo ocurrido en periodos de dictadura, aplicando una ética terapéutica orientada a posibilitar un mejor handicap en la vida de estos niños El trabajo se realizó en en el Hospital de Niños Zona Norte de la ciudad de Rosario (República Argentina) entre 1986 y 1989, aplicando un enfoque multidisciplinario.

  18. Confiscatory equalization : the intriguing case of Saskatchewan's vanishing energy revenues

    International Nuclear Information System (INIS)

    Courchene, T.J.

    2004-01-01

    This paper examined fiscal policies and factors that affect economic growth. In particular, it examined Saskatchewan's equalization entitlements for energy revenues and how Canada's equalization program confiscated the province's energy revenues for the fiscal year 2000-2001. It included an equalization primer that familiarized readers with the theory and practice of equalization. Several equations and tables relating to the mechanics of equalization were included along with a summary of equalization and tax-back rates that address the nature of tax-back rates that accompany the equalization formula. The author proposed alternative ways to reduce tax-backs such as the generic solution that applies to offshore energy revenues in Nova Scotia and Newfoundland. He also suggested ways in which some important fiscal inequities can be redressed. A remedy that can be applied immediately involves an equitable approach which allows the province to retain at least 30 per cent of its energy revenues. A long term remedy would require the implementation of comprehensive reform such as restoring equalization to its national average standard (NAS) roots, but where only 25 per cent of resource revenues would be eligible for equalization. It was suggested that the maximum equalization tax-back rate for each of Saskatchewan's energy revenue categories should not exceed 70 per cent. refs., tabs., figs

  19. Staff Development: Your Most Important Role.

    Science.gov (United States)

    Anderson, Mary Alice

    2000-01-01

    Discusses the need for improved teacher training in the use of technology and considers the role of school media specialists. Topics include providing focused workshops on technology integration; promoting peer mentoring; partnerships with universities; using online staff development resources; and promoting technology in curriculum development…

  20. Between Education and Psychology: School Staff Perspectives

    Science.gov (United States)

    Corcoran, Tim; Finney, Dave

    2015-01-01

    When discussing contributions from psychology in/to educational practices like school-based mental health promotion, it is peculiar that psychologists (of an educational or clinical kind) or education-oriented sociologists, both not often based in schools or classrooms, dominate the topic. It has been acknowledged that school staff have been over…

  1. Staff Development in Light of Maslow's Theory.

    Science.gov (United States)

    Bennett, Christene K.

    1991-01-01

    Describes the teacher change process in an Oregon staff development program, examining faculty development within the framework of Maslow's theory that says people are motivated to satisfy physiological, safety/security, social, self-esteem, and self-actualization needs. Program evaluation demonstrated the interdependence of the cognitive and…

  2. Visit of the US Congressional Staff delegation

    CERN Multimedia

    Patrice Loïez

    2001-01-01

    List of participants: Jon Kamarck, Chief Clerk, VA-HUD subcommittee, Senate Appropriations Committee; Cheh Kim, Professional Staff Member, VA-HUD subcommittee, Senate Appropriations Committee; David Schindel, Head, National Science Foundation, Europe Office; Terry Schaff, National Science Foundation, Office of Legislative & Public Affairs; Tim Clancy, National Science Foundation, Office of Legislative & Public Affairs; Ms Lynette Poulton, First Secretary, US Mission in Geneva

  3. Teaching Staff Advanced Training: European Experience

    Science.gov (United States)

    Kovalchuk, Vasyl

    2015-01-01

    The issue of teaching staff advanced training is paid much attention in many countries. In the Republic of Moldova progressive professional credits system is used. Credits are scored not only in assigning teaching degrees or issuing a certificate of continuing professional education, but also for teachers' evaluation at the educational…

  4. Use staff wisely to save NHS money.

    Science.gov (United States)

    Moore, Alison

    2015-12-09

    The NHS could save up to £ 2 billion a year by improving workflow and containing workforce costs, according to Labour peer Lord Carter's review of NHS efficiency. Changes in areas such as rostering and management of annual leave must avoid increasing the pressure on staff.

  5. Bridging Information and Communication Technology and Staff ...

    African Journals Online (AJOL)

    Bridging Information and Communication Technology and Staff Professional Development: Case Study of Delta State Tertiary Institutions. ... Teachers are therefore faced with the formidable task of reinventing schools/classroom for a society and world transformed by ICT – because most of these children have grown with ...

  6. Are Students Customers? Perceptions of Academic Staff

    Science.gov (United States)

    Lomas, Laurie

    2007-01-01

    This paper examines the notion of the student as a customer in a university, focusing on the perceptions of academic staff. Changes in the higher education sector in recent years have significantly reduced the differences between universities and other types of organisations and it has been argued that students have become "consumers" of…

  7. Staff Issue Paper on Institutional Arrangements.

    Science.gov (United States)

    Department of State, Washington, DC.

    Staff Issue Papers for the Secretary of State's Advisory Committee on the 1972 United Nations Conference on the Human Environment, Stockholm, Sweden, are summarized in this compendium. Papers developed by the various sub-committees are included for: (1) institutional arrangements; (2) development and the environment; (3) human settlements; (4)…

  8. Preceptor development. Use a staff development specialist.

    Science.gov (United States)

    Schneller, S; Hoeppner, M

    1994-01-01

    Preceptor orientation is a well identified need. Less often identified is the critical role the staff development specialist plays in the ongoing support and development of preceptors. In this article, the authors explain activities of coaching, facilitating, mentoring, and consulting. These role components are essential in the ongoing development of preceptors. This support also may help retain preceptors.

  9. Implementation of Staff Recruitment Policies and Diversity ...

    African Journals Online (AJOL)

    This paper reports on the findings of a study that delved into these reasons, with specific reference to staff recruitment policies and their implementation. It reports that the fairness of the universities' employee recruitment guidelines and the way these are implemented are significantly and positively with the universities' ...

  10. Leisure Activities of University College Staff

    Science.gov (United States)

    Biernat, Elzbieta; Roguski, Karol

    2009-01-01

    Study aim: To determine the participation of academic teachers in leisure activities for that group contribute to shaping habits of a large percentage of young people. Material and methods: A group of 52 staff members (about 30%) of a private university college, aged 25-70 years, were interviewed with respect to their participation in sports,…

  11. Racism, Staff Development and Adult Education.

    Science.gov (United States)

    Galliers, David

    1987-01-01

    The author discusses the use of racial awareness training in staff development programs. He describes the four types of racism: (1) overt institutional, (2) overt personal, (3) covert institutional, and (4) covert personal. He calls for better trainers and training programs. (CH)

  12. MEDICAL STAFF SCHEDULING USING SIMULATED ANNEALING

    Directory of Open Access Journals (Sweden)

    Ladislav Rosocha

    2015-07-01

    Full Text Available Purpose: The efficiency of medical staff is a fundamental feature of healthcare facilities quality. Therefore the better implementation of their preferences into the scheduling problem might not only rise the work-life balance of doctors and nurses, but also may result into better patient care. This paper focuses on optimization of medical staff preferences considering the scheduling problem.Methodology/Approach: We propose a medical staff scheduling algorithm based on simulated annealing, a well-known method from statistical thermodynamics. We define hard constraints, which are linked to legal and working regulations, and minimize the violations of soft constraints, which are related to the quality of work, psychic, and work-life balance of staff.Findings: On a sample of 60 physicians and nurses from gynecology department we generated monthly schedules and optimized their preferences in terms of soft constraints. Our results indicate that the final value of objective function optimized by proposed algorithm is more than 18-times better in violations of soft constraints than initially generated random schedule that satisfied hard constraints.Research Limitation/implication: Even though the global optimality of final outcome is not guaranteed, desirable solutionwas obtained in reasonable time. Originality/Value of paper: We show that designed algorithm is able to successfully generate schedules regarding hard and soft constraints. Moreover, presented method is significantly faster than standard schedule generation and is able to effectively reschedule due to the local neighborhood search characteristics of simulated annealing.

  13. Accommodations: Staff Identity and University Space

    Science.gov (United States)

    Cox, Andrew; Herrick, Tim; Keating, Patrick

    2012-01-01

    Space has been of growing significance in social theory in recent years, yet, explorations of it in the scholarship of higher education have been limited. This is surprising, given the critical role space has in shaping staff and students' engagement with the university. Taking a practice-based approach and focusing on academic identities, this…

  14. Radiation Safety Awareness Among Medical Staff

    International Nuclear Information System (INIS)

    Szarmach, Arkadiusz; Piskunowicz, Maciej; Świętoń, Dominik; Muc, Adam; Mockałło, Gabor; Dzierżanowski, Jarosław; Szurowska, Edyta

    2015-01-01

    The common access to imaging methods based on ionizing radiation requires also radiation protection. The knowledge of ionizing radiation exposure risks among the medical staff is essential for planning diagnostic procedures and therapy. Evaluation of the knowledge of radiation safety during diagnostic procedures among the medical staff. The study consisted of a questionnaire survey. The questionnaire consisted of seven closed-ended questions concerning the knowledge of the effects of exposure to ionizing radiation as well as questions related to responder’s profession and work experience. The study group included a total of 150 individuals from four professional groups: nurses, doctors, medical technicians, support staff. The study was carried out in the three largest hospitals in Gdańsk between July and October 2013. The highest rates of correct answers to questions related to the issue of radiation protection were provided by the staff of radiology facilities and emergency departments with 1–5 years of professional experience. The most vulnerable group in terms of the knowledge of these issues consisted of individuals working at surgical wards with 11–15 years of professional experience. Education in the field of radiological protection should be a subject of periodic training of medical personnel regardless of position and length of service

  15. The Hazardous Waters of Staff Selection.

    Science.gov (United States)

    Shoop, Robert J.; Dunklee, Dennis R.

    2001-01-01

    Understanding prospective employees' rights (under the 1964 Civil Rights Act and other federal legislation prohibiting discriminatory practices) can help principals protect themselves, their schools, and their districts from litigation. Scenarios are described, along with permissible staff-selection steps: position analysis, recruitment,…

  16. Selecting and Developing an A+ Staff

    Science.gov (United States)

    Smith, Vernon G.

    2008-01-01

    Because the demand for excellence in public education is ever present, this article explores the development of a professional enhancement program designed to select and develop a qualified, competent faculty and staff. The basis for the program is a strong educational philosophy, which leads to a vision of what schools can be. It stresses the…

  17. Staff Directory | Cancer Prevention Fellowship Program

    Science.gov (United States)

    The Cancer Prevention Fellowship Program values the contributions of its fellows and works to provide relevant and useful experiences in research and education in return. Our staff is here to provide unwavering support and guidance to each fellow as they progress through the program.

  18. Staff Exchange or Legal Alien Programs

    DEFF Research Database (Denmark)

    Jørgensen, Rune Nørgaard

    2016-01-01

    SRA would very much like to support the exchange of best practice between members throughout the year and the Membership Committee is presently looking into the opportunities for a Staff Exchange or Legal Alien Program. However the International Section has already had the chance to provide...

  19. Staff Development: Creating a Community of Learners

    Science.gov (United States)

    Norris, Norman D.

    2004-01-01

    One of the most crucial roles of the school leader is to develop and maintain the professional level of the staff which he/she supervises. It is generally agreed upon that the desired school culture is one in which the focus is on the development of a community of learners. Consequently, intellectual growth can never happen for children unless it…

  20. Staff Development Resolutions for the Next Millennium.

    Science.gov (United States)

    Hirsh, Stephanie; Sparks, Dennis

    1999-01-01

    Initiating improved models of teacher practice requires a series of resolutions to guide staff-development efforts. The revamped scenario sets priorities among all the teacher's essential roles and responsibilities: learning, instructing, planning, writing, coaching, tutoring, and studying. Teacher competence and quality are also priorities. (MLH)

  1. The impact of staff training on staff outcomes in dementia care: a systematic review.

    Science.gov (United States)

    Spector, Aimee; Revolta, Catherine; Orrell, Martin

    2016-11-01

    Caring for people with dementia can be emotionally challenging and is often linked to low job satisfaction and burnout in care staff. Staff training within care settings is potentially valuable in improving well-being and quality of care. This review aimed to (i) establish the impact of training on staff outcomes; (ii) compare the impact of different training approaches; (iii) explore the influence of training intensity; and (iv) explore potential barriers to success. A database search of staff training interventions revealed 207 papers, 188 of which were excluded based on prespecified criteria. Nineteen studies were included and appraised using a quality rating tool. Overall, the studies were found to be of variable quality; however, 16 studies found a significant change following training in at least one staff domain, with knowledge improving most frequently. Approaches focusing on managing challenging behaviours appeared to be the most effective. Training staff can be an effective method of improving well-being, and programmes helping staff to manage challenging behaviour appear to be the most beneficial. There is no clear relationship between training intensity and outcome. Most studies point to the importance of addressing organisational factors as a barrier to change. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

  2. Mapping Staff Competencies for Information Literacy Interventions

    Directory of Open Access Journals (Sweden)

    Sheila Corrall

    2010-09-01

    Full Text Available Information literacy (IL is a key strategic objective for academic libraries. Many academic librarians are involved in designing, developing and delivering IL programmes, using both classroom teaching and e-learning methods. IL has also become a priority at institutional level and some universities and colleges have formal policies and strategies to integrate and embed IL in the curriculum. IL interventions also happen informally at enquiry points and reference desks, when queries offer ‘teachable moments’ for library staff to help students develop information skills and understanding while solving their information problems. Research shows that such instruction features strongly in both face-to-face and virtual reference transactions, but few IL policies and strategies cover this frontline personalised IL support. Similarly, most discussion of staff training and development for IL education has centred on the teaching roles and pedagogical knowledge of professional librarians, with limited discussion of the competencies needed for frontline interventions by paraprofessionals or assistants. This workshop promotes an inclusive holistic model of IL education and library workforce development. It will investigate the skills and knowledge needed by frontline staff to contribute effectively to the IL mission of academic libraries. It will focus on the learning support needed by students from different educational, social, ethnic and cultural backgrounds, with particular reference to postgraduate students, as a group typifying this diversity. The facilitator will review IL interventions and library staff competencies discussed in the literature. Participants will discuss typical queries or problems presented by different categories of postgraduate students and then identify the skills, knowledge and understanding required by frontline staff to provide an appropriate service response. The skillsets identified will be compared with those of teaching

  3. A "Coach Approach" to Staff Engagement

    Directory of Open Access Journals (Sweden)

    Margaret Macmillan

    2011-11-01

    Full Text Available The speed of change is challenging libraries to redevelop themselves in ways we have never seen before. Rising costs and changing customer expectations are forcing staff to continuously learn new skills, adapt to new technologies and work more closely in collaboration with others in response to this unpredictable environment. At the same time library leaders need to communicate regularly with staff and to motivate them to dialogue with each other about the value of the library service that they provide to the community. A creative approach to building flexibility, resilience and staff engagement has become essential for survival. Coaching is a creative, innovative and effective communications tool that is now considered to be one of the most important ways to encourage employees to continue to learn and develop. Its greatest impact is in building leadership and staff engagement. Communicating with “a coach approach” or coaching mindset is a powerful way for library leaders to connect with others where the flow and exchange is positive and there is a mutual benefit of contribution and collaboration, expanded knowledge and innovation. The basics of fostering “a coach approach” with library staff requires an understanding of the importance of “reframing” one’s personal attitudes and perspectives, appreciating the art of focused listening and the impact of positive acknowledgement, learning to ask the right questions and formulating action plans for continued success. It is a learned skill that requires a commitment to practice but is one that will ultimately demonstrate positive results.

  4. Staff management, training and knowledge management

    International Nuclear Information System (INIS)

    Makino, Hitoshi; Umeki, Hiroyuki; Capouet, M.; Depaus, C.; Berckmans, A.

    2014-01-01

    Staff management/training and knowledge management are organisational issues that are particularly sensitive in long-term projects stretching over decades like the development and operation of a geological repository. The IAEA has already issued several publications that deal with this issue (IAEA, 2006, 2008). Organisational aspects were also discussed in the framework of a topical session organised by the Integration Group for the Safety Case (IGSC) at its annual meeting in 2009 and were regarded as a topic deserving future attention (NEA, 2009a). More recently, the Forum on Stakeholder Confidence (FSC) identified organisational, mission and behavioural features as attributes of confidence and trust (NEA, 2013). They also identified that aspects such as structural learning capacity, high levels of skill and competence in relevant areas, specific management plan, good operating records, transparency and consistency are associated with confidence building in a safety case. These aspects are considerably related to staff training/management and knowledge management. The IGSC has initiated a proposal of study dedicated to staff training/management and knowledge management with the objective to highlight how these recent concerns and the requirements issued by the IAEA are concretely implemented in the national programmes. The goal of this study is to acknowledge the differences of views and needs for staff management and knowledge management at different stages of individual programmes and between implementer and regulator. As a starting point to this study, the JAEA and ONDRAF/NIRAS prepared a draft questionnaire in order to succinctly capture processes and tools that the national organisations have implemented to meet the requirements and address the issues set out in the field of staff and knowledge management. For the purpose of this study, a questionnaire is now under development, which will be presented on the occasion of this symposium with guidance based on a

  5. Engaging Frontline Leaders and Staff in Real-Time Improvement.

    Science.gov (United States)

    Phillips, Jennifer; Hebish, Linda J; Mann, Sharon; Ching, Joan M; Blackmore, C Craig

    2016-04-01

    The relationship of staff satisfaction and engagement to organizational success, along with the integral influence of frontline managers on this dimension, is well established in health care and other industries. To specifically address staff engagement, Virginia Mason Medical Center, an integrated, single-hospital health system, developed an approach that involved leaders, through the daily use of standard work for leaders, as well as staff, through a Lean-inspired staff idea system. Kaizen Promotion Office (KPO) staff members established three guiding principles: (1) Staff engagement begins with leader engagement; (2) Integrate daily improve- ment (kaizen) as a habitual way of life not as an add-on; and (3) Create an environment in which staff feel psycho- logically safe and valued. Two design elements--Standard Work for Leaders (SWL) and Everyday Lean Ideas (ELIs) were implemented. For the emergency department (ED), an early adopter of the staff engagement work, the challenge was to apply the guiding principles to improve staff engagement while improving quality and patient and staff satisfaction, even as patient volumes were increasing. Daily huddles for the KPO staff members and weekly leader rounds are used to elicit staff ideas and foster ELIs in real time. Overall progress to date has been tracked in terms of staff satisfaction surveys, voluntary staff turnover, adoption of SWL, and testing and implementation of staff ideas. For example, voluntary turnover of ED staff decreased from 14.6% in 2011 to 7.5% in 2012, and 2.0% in 2013. Organizationwide, at least 800 staff ideas are in motion at any given time, with finished ones posted in an idea supermarket website. A leadership and staff engagement approach that focuses on SWL and on capturing staff ideas for daily problem solving and improvement can contribute to organization success and improve the quality of health care delivery.

  6. Equality in health care: Christian engagement with a secular obsession.

    Science.gov (United States)

    Engelhardt, H Tristram

    1996-01-01

    A frenetic search for equality lies at the center of much secular and even "Christian" bioethics. In a secular world, if one does not believe in God, if this life is one's whole existence, it would seem that one could not settle for less than equal approbation, especially equality before the risks of suffering and death, which medicine promises to ameliorate. Yet, the concern for equality in health care is puzzling. After a modest level of access to health care there is little difference in average life expectancy. Are concerns for equality in health care even vaguely Christian? The pursuit of Christian perfection has never been correctly equated with state-imposed egalitarianism. Furthermore, an all-encompassing, secular, egalitarian health care system may provide equal access to significantly immoral medical treatments. In contrast to secular thought, the call of Christianity is a call to holiness, not a call to an egalitarianism that superficially resonates with certain elements of Christian thought.

  7. Gender equality and violent behavior: how neighborhood gender equality influences the gender gap in violence.

    Science.gov (United States)

    Lei, Man-Kit; Simons, Ronald L; Simons, Leslie Gordon; Edmond, Mary Bond

    2014-01-01

    Using a sample of 703 African American adolescents from the Family and Community Health Study (FACHS) along with census data from the year 2000, we examine the association between neighborhood-level gender equality and violence. We find that boys' and girls' violent behavior is unevenly distributed across neighborhood contexts. In particular, gender differences in violent behavior are less pronounced in gender-equalitarian neighborhoods compared to those characterized by gender inequality. We also find that the gender gap narrows in gender-equalitarian neighborhoods because boys' rates of violence decrease whereas girls' rates remain relatively low across neighborhoods. This is in stark contrast to the pessimistic predictions of theorists who argue that the narrowing of the gender gap in equalitarian settings is the result of an increase in girls' violence. In addition, the relationship between neighborhood gender equality and violence is mediated by a specific articulation of masculinity characterized by toughness. Our results provide evidence for the use of gender-specific neighborhood prevention programs.

  8. Gender Equality and Violent Behavior: How Neighborhood Gender Equality Influences the Gender Gap in Violence

    Science.gov (United States)

    Lei, Man-Kit; Simons, Ronald L.; Simons, Leslie Gordon; Edmond, Mary Bond

    2014-01-01

    Using a sample of 703 African American adolescents from the Family and Community Health Study (FACHS) along with census data from the year 2000, we examine the association between neighborhood-level gender equality and violence. We find that boys’ and girls’ violent behavior is unevenly distributed across neighborhood contexts. In particular, gender differences in violent behavior are less pronounced in gender-equalitarian neighborhoods compared to those characterized by gender inequality. We also find that the gender gap narrows in gender-equalitarian neighborhoods because boys’ rates of violence decrease whereas girls’ rates remain relatively low across neighborhoods. This is in stark contrast to the pessimistic predictions of theorists who argue that the narrowing of the gender gap in equalitarian settings is the result of an increase in girls’ violence. In addition, the relationship between neighborhood gender equality and violence is mediated by a specific articulation of masculinity characterized by toughness. Our results provide evidence for the use of gender-specific neighborhood prevention programs. PMID:24672996

  9. An Iterative Algorithm for the Split Equality and Multiple-Sets Split Equality Problem

    Directory of Open Access Journals (Sweden)

    Luoyi Shi

    2014-01-01

    Full Text Available The multiple-sets split equality problem (MSSEP requires finding a point x∈∩i=1NCi, y∈∩j=1MQj such that Ax=By, where N and M are positive integers, {C1,C2,…,CN} and {Q1,Q2,…,QM} are closed convex subsets of Hilbert spaces H1, H2, respectively, and A:H1→H3, B:H2→H3 are two bounded linear operators. When N=M=1, the MSSEP is called the split equality problem (SEP. If  B=I, then the MSSEP and SEP reduce to the well-known multiple-sets split feasibility problem (MSSFP and split feasibility problem (SFP, respectively. One of the purposes of this paper is to introduce an iterative algorithm to solve the SEP and MSSEP in the framework of infinite-dimensional Hilbert spaces under some more mild conditions for the iterative coefficient.

  10. Quantitative and qualitative processes of change during staff-coaching sessions: an exploratory study.

    Science.gov (United States)

    van Oorsouw, Wietske M W J; Embregts, Petri J C M; Bosman, Anna M T

    2013-05-01

    Staff training is one of the interventions that managers can embed in their organizations to help staff improve their professional competences related to challenging behaviour of clients with intellectual disabilities. Individual coaching adds learning opportunities that are feasible but difficult to achieve in an in-service setting. In the present study, we have followed the coaching process of three staff members. Based on differences in the Linell balance of power across sessions, we explored the question: do different coaching processes have similar patterns in the development of dominance and coherence in interactions between coach and staff? Additionally, a qualitative approach was conducted to illustrate and enrich the meaning of quantitative outcomes. Processes were different regarding the balance of power at the start of the coaching, probably due to differences in resistance and insecurity. As a consequence of different starting points and differences in learning styles, each coaching process had its unique development over time. At the end, all dyads were comparable in the sense that all dyads were highly satisfied about the outcomes and process of coaching. This is in line with similar levels of power at the end of the coaching sessions suggesting equal contributions and leadership. The present findings suggest some relevant competencies of coaches within health-care services. Due to the small number of participants, the results have to be interpreted with caution. The present study provides suggestions for future research and clinical practice. Copyright © 2013 Elsevier Ltd. All rights reserved.

  11. REVISITING GENDER EQUALITY WORK IN THE FAMOUS NORDIC MODEL COUNTRIES

    OpenAIRE

    Edström, Charlotta; Brunila, Kristiina

    2016-01-01

    This article concerns gender equality work, that is, those educational and workplace activities that involve the promotion of gender equality. It is based on research conducted in Sweden and Finland, and focuses on the period during which the public sector has become more market-oriented and project-based all over the Nordic countries. The consequences of this development on gender equality work have not yet been thoroughly analysed. Our joint empirical analysis is based on discourse-analytic...

  12. Promoting Gender Equality within Islamic Tradition via Contextualist Approach

    OpenAIRE

    Ali Akbar

    2016-01-01

    The importance of advancing women's rights is closely intertwined with the development of civil society and the institutionalization of democracy in Middle Eastern countries. There is indeed an intimate relationship between the process of democratization and promoting gender equality, since democracy necessitates equality between men and women. In order to advance the issue of gender equality, what is required is a solid theoretical framework which has its roots in the reexamination of pre-mo...

  13. Survey of Contrast Enhancement Techniques based on Histogram Equalization

    OpenAIRE

    Manpreet Kaur,; Jasdeep Kaur; Jappreet Kaur

    2011-01-01

    This Contrast enhancement is frequently referred to as one of the most important issues in image processing. Histogram equalization (HE) is one of the common methods used for improving contrast in digital images. Histogram equalization (HE) has proved to be a simple and effective image contrast enhancement technique. However, the conventional histogram equalization methods usually result in excessive contrast enhancement, which causes the unnatural look and visual artifacts of the processed i...

  14. Social work with families at social risk promoting gender equality

    Directory of Open Access Journals (Sweden)

    Pivoriene J.

    2016-01-01

    Full Text Available The article is based on the research whose aim is to find out the attitudes of social workers toward gender equality. The qualitative research was carried out in 2014 in order to find out social workers' attitudes to gender equality in families and families at social risk, as well as obstacles and possibilities for implementation of gender equality in families at social risk. Eight social workers working with families at social risk were interviewed using semi-structured interview and content analysis for research data analysis. The research data reveals that gender equality in the family can be reached by mutual agreement, when the division of duties and responsibilities is in accordance with needs and abilities of family members. Good family relations are emphasized as a prerequisite for gender equality. Families at social risk with unbalanced social functioning and relationships are affected by stereotyped thinking about gender roles. As informants point out, this makes gender equality impossible in families at social risk. Social workers reveal that they do not directly relate the gender dimension with social work practice, and as a result it becomes problematic to promote gender equality in families at social risk. The main obstacles for implementation of gender equality are clients' resistance to change, too much responsibilities put on women-mother by social workers and other institutions that deal with social risk families, lack of information on gender equality and tools for promoting gender equality in the family. However, the informants provide solutions for promotion of gender equality in micro, mezzo and macro practice that correspond to the guidelines presented in the documents and strategies on gender equality at national and EU level.

  15. Internationalisation and Equality and Diversity in Higher Education: Merging Identities

    OpenAIRE

    Caruana, V; Ploner, J

    2010-01-01

    Summary This project arises out of Eade and Peacock’s (2009) scoping report, commissioned by Equality Challenge Unit (ECU) entitled Internationalising equality and equalising internationalisation: The intersection between internationalisation and Equality and Diversity in higher education. The principal aim of the current study is to identify the advantages of building on the intersection of Internationalisation and E and D agendas, through an exploration of the effective mechanisms for linki...

  16. EU LAW AND GENDER-BALANCED BOARDS: MAKING EQUALITY EFFECTIVE

    OpenAIRE

    Vasiljević, Snježana; Sunko, Ana-Maria

    2017-01-01

    Summary: This paper reflects on the problem of gender balance in economic decision-making, considers its legislative roots, and offers potential guidance for its solution. The paper takes into account the origin of positive action and effective equality in the scope of EU legislation and CJEU case law and tackles the most troublesome issues regarding the new initiative of making equality in boards effective. It analyses gender equality in three approaches of positive action....

  17. Adaptive histogram equalization in digital radiography of destructive skeletal lesions.

    Science.gov (United States)

    Braunstein, E M; Capek, P; Buckwalter, K; Bland, P; Meyer, C R

    1988-03-01

    Adaptive histogram equalization, an image-processing technique that distributes pixel values of an image uniformly throughout the gray scale, was applied to 28 plain radiographs of bone lesions, after they had been digitized. The non-equalized and equalized digital images were compared by two skeletal radiologists with respect to lesion margins, internal matrix, soft-tissue mass, cortical breakthrough, and periosteal reaction. Receiver operating characteristic (ROC) curves were constructed on the basis of the responses. Equalized images were superior to nonequalized images in determination of cortical breakthrough and presence or absence of periosteal reaction. ROC analysis showed no significant difference in determination of margins, matrix, or soft-tissue masses.

  18. An adaptive brightness preserving bi-histogram equalization

    Science.gov (United States)

    Shen, Hongying; Sun, Shuifa; Lei, Bangjun; Zheng, Sheng

    2011-11-01

    Based on mean preserving bi-histogram equalization (BBHE), an adaptive image histogram equalization algorithm for contrast enhancement is proposed. The threshold is gotten with adaptive iterative steps and used to divide the original image into two sub-images. The proposed Iterative of Brightness Bi-Histogram Equalization overcomes the over-enhancement phenomenon in the conventional histogram equalization. The simulation results show that the algorithm can not only preserve the mean brightness, but also keep the enhancement image information effectively from visual perception, and get a better edge detection result.

  19. Equal opportunities in the public and private sector

    Directory of Open Access Journals (Sweden)

    Anca Monica Ardeleanu

    2011-12-01

    Full Text Available Equal opportunities are a goal to achieve in Romania at the legislative and institutional/ organizational level.In terms of legislation Romania has made progress, but the institutional mechanisms of the government dealing with gender equality issues are not functioning properly, are not generating a concreate impact on the equal opportunities for women and men.For this reason there is no specific and significant political commitmentto these issue of gender equality in Romania. Gender discrimination is addressed both by anti-discrimination and equal opportunities laws.Equality,fairness and non-discrimination in the workplace environment are present as objective requirements of economic, social and ethical behavior that goes beyond the labor market. Theoretically, on the labor market , both public and private sectors do not accept direct or indirect discrimination at the workplace, espeially during the process of recruitment , training , development, promotion, establishment, payment of the salary and benefits. In practice , the legislation regarding the equal opportunities and equal treatment it is not respected by the employers all the time.Promotion of the policies at the national and organizational level, focused on ensuring equal opportunities , will enhance the social cohesion of the population that will generate economic growrh overall.

  20. From conditions of equality to demands of justice

    DEFF Research Database (Denmark)

    Hartz, Emily; Nielsen, Carsten Fogh

    2015-01-01

    ways of conceptualizing the contractual starting point leads to different conceptions of the demands of justice. To fully understand the relationship between equal freedom and justice we therefore first need to explicate how and why the initial condition of equality is transformed into demands......Equal freedom is the common starting point for most contractual theories of justice from Hobbes and Rousseau to Rawls. But while equal freedom defines a common starting point for these theories, this does not result in a general consensus on the conception of justice. On the contrary, different...

  1. Development of Brigade Staff Tasks for the COBRAS II Brigade Staff Exercise

    National Research Council Canada - National Science Library

    Deter, Daniel

    1998-01-01

    ... and development of simulation-based training for the conventional mounted brigade staff. The work was performed under a project called Combined Arms Operations at Brigade Level, Realistically Achieved Through Simulation (COBRAS).

  2. Predictors of staff-supportive organizational culture in assisted living.

    Science.gov (United States)

    Sikorska-Simmons, Elzbieta

    2008-03-01

    This study examined predictors of staff-supportive organizational culture in assisted living settings. The sample included 294 staff members in 52 facilities. Organizational culture was assessed according to staff perceptions of teamwork, morale, information flow, involvement, supervision, and meetings. Hierarchical linear modeling was used to examine the effects of organizational factors (i.e., facility size, chain membership, ownership, level of care, level of residents' disability) on staff-supportive organizational culture. More staff-supportive culture was associated with smaller facility size, chain membership, and a higher level of care. These findings point to the importance of organizational factors in shaping a staff-supportive organizational culture.

  3. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2004-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2004: • Preliminary note - Terminology realignment following the restructuring of the Organization (page - i -) • Annex R A 1 - Scale of basic salaries (page 73) • Annex R A 2 - Scale of stipends paid to fellows (page 74) • Annex R A 4 - Family allowance and child allowance (page 81) • Annex R A 8.01 - Reimbursement of education fees for the academic year 2003/2004, i.e. with effect from 1 September 2003 (page 81). Copies of this update, announced in Weekly Bulletin 3/2004, are available in the departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Department Tel. 74128

  4. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2003-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows : as from 1 July 2002 Article R IV 1.41 - Method of adjustment of the amount of subsistence indemnity (page 53) as from 1 January 2003 Annex R A 1 - Scale of basic salaries (page 73) Annex R A 2 - Scale of stipends paid to fellows (page 74) Annex R A 4 - Family allowance and child allowance (page 81) Annex R A 8.01 - Reimbursement of education fees for the academic year 2002/2003, i.e. with effect from 1 September 2002 (page 81). Copies of this update, announced in Weekly Bulletin 4/2003, are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at : http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Division Tel. 74128

  5. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    Human Resources Department

    2005-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2005 : Annex R A 1 - Scale of basic salaries (page 73) Annex R A 2 - Scale of stipends paid to fellows (page 74) Annex R A 4 - Family allowance and child allowance (page 81) Annex R A 8.01 - Reimbursement of education fees for the academic year 2004/2005, i.e. with effect from 1 September 2004 (page 81). Copies of this update, announced in Weekly Bulletin 4/2005, are available in the departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Department Tel. 74128

  6. AMENDMENTS TO THE STAFF RULES AND REGULATIONS

    CERN Multimedia

    Human Resources Division

    2002-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 January 2002: Annex R A 1 - Scale of basic salaries (page 73). Annex R A 2 - Scale of stipends paid to fellows (page 74). Annex R A 4 - Family allowance and child allowance (page 81). Annex R A 8.01 - Reimbursement of education fees for the academic year 2001/2002, i.e. with effect from 1 September 2001 (page 81). Copies of this update, announced in Weekly Bulletin 4/2002, are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web HERE Human Resources Division Tel. 74128

  7. Mobbing behaviors encountered by nurse teaching staff.

    Science.gov (United States)

    Yildirim, Dilek; Yildirim, Aytolan; Timucin, Arzu

    2007-07-01

    The term 'mobbing' is defined as antagonistic behaviors with unethical communication directed systematically at one individual by one or more individuals in the workplace. This cross-sectional and descriptive study was conducted for the purpose of determining the mobbing behaviors encountered by nursing school teaching staff in Turkey, its effect on them, and their responses to them. A large percentage (91%) of the nursing school employees who participated in this study reported that they had encountered mobbing behaviors in the institution where they work and 17% that they had been directly exposed to mobbing in the workplace. The academic staff who had been exposed to mobbing behaviors experienced various physiological, emotional and social reactions. They frequently 'worked harder and [were] more organized and worked very carefully to avoid criticism' to escape from mobbing. In addition, 9% of the participants stated that they 'thought about suicide occasionally'.

  8. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from 1 July 2006: The modifications are listed below: Financial and social conditions for Paid Associates, Fellows and Students (introduction of a new payment scheme for the Paid Scientific Associates Programme - reorganization of the Fellowship Programme - modification of the Student subsistence rates) Protection of members of the personnel against the financial consequences of illness, accident and disability (clarification of the scope of the relevant provisions - new definition of disability and associated benefits - revised role of the Joint Advisory Rehabilitation and Disability Board - bringing together the relevant provisions). Copies of this update (modification# 16) are available in departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at the following address: http://cern.ch/hr-div/internal/admin_services/rules/default.asp Administrative Circular ...

  9. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1st January 1996 are modified as follows as of 1st July 2006: Financial and social conditions for Paid Associates, Fellows and Students (introduction of a new payment scheme for the Paid Scientific Associates Programme-reorganisation of the Fellowship Programme-modification of Student subsistence rates) Protection of members of the personnel against the financial consequences of illness, accident and disability (clarification of the scope of the relevant provisions-new definition of disability and associated benefits-revised role of the Joint Advisory Rehabilitation and Disability Board-bringing together of the relevant provisions). Copies of this update (modification No.16) are available from Departmental secretariats. In addition, the Staff Rules and Regulations can be consulted on the Web at the following address: http://cern.ch/hr-div/internal/admin_services/rules/default.asp Administrative Circular No. 14 (Rev. 2)-July 2006 Protection of members o...

  10. Contract policy for CERN staff members

    CERN Multimedia

    HR Department

    2009-01-01

    Public information meeting on Monday 28 September 2009 at 10.00 a.m. With effect from 1 August 2009, new provisions regarding staff employment contract policy have entered into force. These provisions are set out in: The Staff Rules and Regulations and Administrative Circular No. 2 (Rev. 4). Further details are available in: Frequently Asked Questions. The new provisions are outlined below: Limited-duration contracts From 1 August 2009, limited-duration contracts will be awarded for a maximum period of five years (instead of four years previously) and no extensions beyond five years will be granted. Contracts for periods shorter than five years can be exceptionally awarded, e.g. for a project whose mission or financial resources are time-limited. Indefinite contracts : award procedure A number of changes have been introduced regarding the procedure for the award of indefinite contracts. From now on, posts leading to the award of an indefinite contract will be opened at le...

  11. Results of the staff survey: your priorities

    CERN Multimedia

    Staff Association

    2014-01-01

    This is the first in a series of articles which will give some details about the results of the Staff Association staff survey To know your priorities and the evolution of your concerns over the last decade we study how, in each of our latest three surveys, you chose from a list of 15 items the five most important and classified them by assigning them a priority, from the most important to the fifth most important. The list of fifteen items, and a short description, follows. Career evolution (classification, level of recruitment, advancement, promotion) Salary level Family policy (recognition of partners, allowances, school fees, kindergarten, nursery, crèche, parental leave) Health insurance Non-residence and international indemnity Annual salary adjustment (cost variation index) Contract policy (duration, recruitment, award of IC, conditions of the beginning and ending of the contract) Motivation at work (interest, team, supervision, mobility, reward scheme) Pensions (retirement, disability, o...

  12. The Provisional Staff Regulations of the Agency

    International Nuclear Information System (INIS)

    1975-01-01

    The Provisional Staff Regulations of the Agency, as amended up to 19 September 1975 by the Board of Governors, are set forth in this document for the information of all Members of the Agency. When an individual provision of the Regulations and the Annexes thereto has been amended since their approval by the Board in 1957, this is indicated by a footnote giving the date on which the current text became effective. There is a subject index at the end of the document

  13. Cutting hospital costs without cutting staff.

    Science.gov (United States)

    Ortiz, John P

    2011-10-01

    A hospital that is seeking ways to cut costs without compromising care should resist the temptation to lay off staff and instead make it a priority to improve efficiencies. This approach requires a formal program to identify and analyze all of the hospital's processes. The focus of the analysis should be to determine which activities are being performed efficiently, which are being performed inefficiently, and which are unnecessary. This effort will achieve the greatest success if it is customer-centric.

  14. Staff attitudes towards patients with schizophrenia.

    Science.gov (United States)

    Vendsborg, Per; Bratbo, Johanne; Dannevang, Anders; Hagedorn-Møller, Julie; Kistrup, Kristen; Lindhardt, Anne; Nordentoft, Merete

    2013-10-01

    Stigmatizing attitudes have been reported in international studies among staff in psychiatry. The authors wanted to investigate if this was the case in Denmark. A survey of attitudes among staff at two psychiatric units in Copenhagen was performed using the Mental Illness: Clinicians' Attitudes scales. The scales have 16 questions to which another four questions were added by the authors. A total of 548 staff members answered the questions (61 doctors and 487 other professionals). The majority of the respondents believed in the possibility of recovery for patients and only a minority associated a high degree of dangerousness with schizophrenia. The cause of the illness was mainly regarded as being biological, but all agreed to a bio-psycho-social aetiological approach. The majority of the respondents believed that the illness was chronic and agreed on the need for staff to also be aware of patients' somatic illness. The doctors did not question their role as "real doctors" or the scientific basis for psychiatry. The majority would not mind working with a colleague with schizophrenia, but about half would hesitate to disclose if they themselves were diagnosed with the illness. Being a woman working in community psychiatry with long experience and participation in a recovery educational programme was associated with less stigmatizing attitudes. The survey showed a relatively low level of stigmatizing attitudes. This runs counter to the results from international investigation. This trend could be interpreted both as a result of a shift towards a more recovery-oriented approach to treatment as well as a reflection of political correctness.

  15. Production, staff, working time and financial planning

    Directory of Open Access Journals (Sweden)

    Orlando Boiteux

    2009-07-01

    Full Text Available Aggregate planning can be a tool for coordinating the tactical decisions belonging to some functional areas of a company. This potential has been limited due to methodological and technical reasons, but nowadays it is possible to solve very sophisticated models integrating, with a high level of detail, a great number of decisions of several functional areas and that permit to include new management schemes. In this paper, a production, staff, working time and cash management model is introduced.

  16. CORBEL Pilot courses and staff exchange provided

    OpenAIRE

    Matser, Vera; Battaglia, Serena; Amaral, Ana Margarida

    2017-01-01

    The main target audience of the CORBEL training programme is technical operators of Research Infrastructures (RIs) in biological and medical RI hubs and nodes. The CORBEL course syllabi for a modular curriculum for piloting in RIs involves the following types of training activities: webinar programme, training courses and workshops, a knowledge/staff exchange programme and a fellowship scheme. The content of the curriculum has been based on the development of the CORBEL competency profile (D9...

  17. Prison staff and the health promoting prison.

    Science.gov (United States)

    Dixey, Rachael; Woodall, James

    2011-01-01

    This paper aims to discuss some of the obstacles to implementing policy and strategy related to health promoting prisons. It focuses on the role of prison officers and raises issues concerning their conditions of service, training and organisational culture in a situation where the prison system faces security issues, overcrowding and high levels of ill health among prisoners. This paper emerged as a result of significant overlapping themes between two separate studies conducted by the authors. The paper draws on the authors' qualitative data from these studies. The findings demonstrate the ambiguities and tensions in changing organisational cultures and among prison staff. Alongside the qualitative data, the paper draws on theory regarding policy implementation at the micro-level to show how staff can block or speed up that implementation. Prison officers are an essential part of health promoting prisons, but have been relatively ignored in the discussion of how to create healthier prisons. The contribution that prison staff make to creating health promoting prisons has been under-explored, yet pertinent theory can show how they can be more effectively involved in making changes in organisational culture.

  18. A new logo for the Staff Association

    CERN Multimedia

    Staff Association

    2013-01-01

    On 3rd December 2012 the Staff Association launched a competition open to all to design a new logo, which should not contain the official CERN logo, reserved by CERN’s new graphic charter to the official use by the Organization. We are pleased that this competition sparked a strong interest. A total of 57 proposals were received within the time limits, some submitted from far away: Poland, Czech Republic, Turkey and even Cameroon! The selection of the winning logo was made in two steps: first the pre-selection of six finalists, followed by the final choice of the winning logo by members of the Staff Association.  Winning logo The pre-selection was made in two stages. Three of the six finalists were nominated by a jury consisting of seven members of the Staff Association, including communication professionals. In parallel, from 4 to 15 February CERN employed members of the personnel were able to visit the exhibition of all the logo proposals on the 1st floor of the Main Building and ...

  19. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows as from : 1 January 2005 Internal taxation of remuneration, payments and other financial benefits (New articles IV 2.01, R IV 2.01 to 2.04 pages 56 bis & 56 ter; Annex R A 1 bis page 73 bis) 1 September 2005 Reimbursement of education fees (Article R A 8.01 page 81) for the academic year 2005/2006 1 November 2005 Age limit (Article R II 6.04 page 37) 1 January 2006 Scale of basic salaries and scale of basic stipends (Annex R A 1 page 73 & Annex R A 2 page 74 respectively). Family Allowance and Child Allowance (Annex R A 4 page 76) New contract policy for staff members (Articles R II 1.19 & 1.20 page 15, R II 1.23 page 16, II 6.01 page 36, R II 6.02 & R II 6.06 page 37, VIII 1.03 page 68, R A 9.01 page 83). Copies of this update (modification # 15) are available in departmental secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at the following addr...

  20. Gender equality in India hit by illiteracy, child marriages and ...

    African Journals Online (AJOL)

    Introduction: Gender equality is fundamental to accelerate sustainable development. It is necessary to conduct gender analyses to identify sex and gender-based differences in health risks. This study aimed to find the gender equality in terms of illiteracy, child marriages and spousal violence among women based on data ...

  1. 48 CFR 411.170 - Brand name or equal.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Brand name or equal. 411... ACQUISITION PLANNING DESCRIBING AGENCY NEEDS Selecting and Developing Requirements Documents 411.170 Brand name or equal. (a) A “brand name or equal” purchase description shall include the following type of...

  2. Introduction: Sign Language, Sustainable Development, and Equal Opportunities

    Science.gov (United States)

    De Clerck, Goedele A. M.

    2017-01-01

    This article has been excerpted from "Introduction: Sign Language, Sustainable Development, and Equal Opportunities" (De Clerck) in "Sign Language, Sustainable Development, and Equal Opportunities: Envisioning the Future for Deaf Students" (G. A. M. De Clerck & P. V. Paul (Eds.) 2016). The idea of exploring various…

  3. Fast Adaptive Blind MMSE Equalizer for Multichannel FIR Systems

    Directory of Open Access Journals (Sweden)

    Abed-Meraim Karim

    2006-01-01

    Full Text Available We propose a new blind minimum mean square error (MMSE equalization algorithm of noisy multichannel finite impulse response (FIR systems, that relies only on second-order statistics. The proposed algorithm offers two important advantages: a low computational complexity and a relative robustness against channel order overestimation errors. Exploiting the fact that the columns of the equalizer matrix filter belong both to the signal subspace and to the kernel of truncated data covariance matrix, the proposed algorithm achieves blindly a direct estimation of the zero-delay MMSE equalizer parameters. We develop a two-step procedure to further improve the performance gain and control the equalization delay. An efficient fast adaptive implementation of our equalizer, based on the projection approximation and the shift invariance property of temporal data covariance matrix, is proposed for reducing the computational complexity from to , where is the number of emitted signals, the data vector length, and the dimension of the signal subspace. We then derive a statistical performance analysis to compare the equalization performance with that of the optimal MMSE equalizer. Finally, simulation results are provided to illustrate the effectiveness of the proposed blind equalization algorithm.

  4. Equal distribution of satellite constellations on circular target orbits

    NARCIS (Netherlands)

    Vos, E.; Scherpen, J.M.A.; van der Schaft, A. J.

    2014-01-01

    This paper addresses the problem of equal distribution of satellite constellations on circular target orbits. The control goal is to make the constellation converge to a circular target orbit, while spatially distributing the satellites at equal inter-satellite distances. The solution is defined in

  5. Power-output regularization in global sound equalization

    DEFF Research Database (Denmark)

    Stefanakis, Nick; Sarris, J.; Cambourakis, G.

    2008-01-01

    The purpose of equalization in room acoustics is to compensate for the undesired modification that an enclosure introduces to signals such as audio or speech. In this work, equalization in a large part of the volume of a room is addressed. The multiple point method is employed with an acoustic...

  6. The perceptions of students on gender equality | Nkosi | Gender and ...

    African Journals Online (AJOL)

    The study is about the perceptions of University of Venda students regarding gender equality. South Africa has made significant strides in relation to gender mainstreaming. In addition to the constitution, there are many policies that have been developed and adopted to ensure fair and equal treatment of women. However ...

  7. 76 FR 21221 - National Equal Pay Day, 2011

    Science.gov (United States)

    2011-04-15

    ... average than working men. Each year, National Equal Pay Day reflects how far into the current year women must work to match what men earned in the previous year. On National Equal Pay Day, we rededicate..., education, industry, and hours, this wage gap persists. Over the course of her lifetime, this gap will cost...

  8. Programma EQUAL : ravnõe vozmozhnosti na rabote / Ksenia Repson

    Index Scriptorium Estoniae

    Repson, Ksenia

    2006-01-01

    Tallinnas toimunud 23 Euroopa Liidu liikmesriigi EQUAL programmile pühendatud foorumist, mille eesmärgiks on vähendada diskrimineerimist töökohtadel. Eestis EQUAL programmi raames töötavatest projektidest. Foorumist võttis osa ka sotsiaalminister Jaak Aab. Lisa

  9. Equality of Opportunity, Cultural Diversity and Claims for Fairness

    Science.gov (United States)

    Sardoc, Mitja

    2016-01-01

    The present paper examines some of the tensions, problems and challenges associated with claims for equality of opportunity (the fairness argument). The introductory part identifies three separate forms of justification for public education, including the argument associated with equality of opportunity. Part II examines in detail two questions…

  10. Perceived Gender Equality in Managerial Positions in Organizations

    Directory of Open Access Journals (Sweden)

    Tominc Polona

    2017-05-01

    Full Text Available Background and Purpose: This research aims to achieve two main objectives: to investigate differences between male and female managers regarding the perceived gender equality in organizations and to analyze the gender differences in relationships among the perceived gender equality, the perceived satisfaction with employment position and career, the perceived satisfaction with work, and the perceived work-family conflict.

  11. Fixed Points on the Real numbers without the Equality Test

    DEFF Research Database (Denmark)

    Korovina, Margarita

    2002-01-01

    In this paper we present a study of definability properties of fixed points of effective operators on the real numbers without the equality test. In particular we prove that Gandy theorem holds for the reals without the equality test. This provides a useful tool for dealing with recursive...

  12. The restructuring of the fiscal equalization system in Croatia

    Directory of Open Access Journals (Sweden)

    Marko Primorac

    2014-12-01

    Full Text Available The aim of this paper is to propose a model of fiscal equalization in Croatia. This paper tests the hypothesis of a lack of effectiveness of the existing fiscal equalization model compared to a model that would be based on alleviating the difference in the potential to collect revenue from the personal income tax and surtax. Fiscal inequalities of local government units are determined first under the current equalization system by calculating the Gini coefficients and graphically presented with Lorenz curves. Thereafter, a distribution of equalization grants is simulated based on the new (proposed model. The effectiveness of the proposed model in alleviating the fiscal inequalities is determined in relation to the effectiveness of the current equalization system. It was found that the model based on equalizing the difference in the capacity to collect revenue from the personal income tax and surtax alleviates inequalities in fiscal capacities of local government units much better than the existing system at the same cost. The main conclusion is that the fiscal equalization in Croatia should urgently be redesigned in order to improve efficiency and fairness, but also the transparency and credibility of the equalization system.

  13. Equal pay legislation and the gender wage gap

    OpenAIRE

    Polachek, Solomon W.

    2014-01-01

    Despite equal pay legislation dating back 50 years, American women still earn 22% less than their male counterparts. In the UK, with its Equal Pay Act of 1970, and France, which legislated in 1972, the gap is 21% and 17% respectively, and in Australia it remains around 17%. Thus, the gender pay gap continues to be an important policy issue.

  14. Promoting Equality and Non-Discrimination for Persons with Disabilities

    NARCIS (Netherlands)

    Waddington, Lisa; Broderick, Andrea

    2017-01-01

    Ensuring equal opportunities for persons with disabilities is an important facilitator of participation and inclusion in society. Both the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) and the Council of Europe Disability Strategy 2017-2023 address equality and

  15. 29 CFR 2.32 - Equal participation of religious organizations.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Equal participation of religious organizations. 2.32 Section... Social Service Providers and Beneficiaries § 2.32 Equal participation of religious organizations. (a... Speech, and Free Exercise Clauses of the First Amendment to the Constitution. (b) A religious...

  16. Swedish Schools and Gender Equality in the 1970s

    Science.gov (United States)

    Hedlin, Maria

    2013-01-01

    In Sweden, as in many countries before Sweden, boys' academic achievements are getting considerable attention as the big gender issue. The Swedish gender equality policy that was put on the agenda in the 1970s is now associated with extreme discussions. This study aims to explore how gender equality was discussed in the 1970s, in connection with…

  17. Fixed Points on Abstract Structures without the Equality Test

    DEFF Research Database (Denmark)

    Korovina, Margarita

    2002-01-01

    The aim of this talk is to present a study of definability properties of fixed points of effective operators on abstract structures without the equality test. The question of definability of fixed points of -operators on abstract structures with equality was first studied by Gandy, Barwise, Mosch...

  18. 29 CFR 8.19 - Equal Access to Justice Act.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Equal Access to Justice Act. 8.19 Section 8.19 Labor Office... SERVICE CONTRACTS General Procedural Matters § 8.19 Equal Access to Justice Act. Proceedings under the... Access to Justice Act (Pub. L. 96-481). Accordingly, in any proceeding conducted pursuant to the...

  19. 77 FR 23595 - National Equal Pay Day, 2012

    Science.gov (United States)

    2012-04-20

    ... President, empowers women to recover wages lost to discrimination by extending the time period in which an...--regardless of the innovator's gender. On National Equal Pay Day, let us resolve to become a Nation that... injustice of wage discrimination, and join efforts to achieve equal pay. [[Page 23596

  20. Fast Adaptive Blind MMSE Equalizer for Multichannel FIR Systems

    Science.gov (United States)

    Kacha, Ibrahim; Abed-Meraim, Karim; Belouchrani, Adel

    2006-12-01

    We propose a new blind minimum mean square error (MMSE) equalization algorithm of noisy multichannel finite impulse response (FIR) systems, that relies only on second-order statistics. The proposed algorithm offers two important advantages: a low computational complexity and a relative robustness against channel order overestimation errors. Exploiting the fact that the columns of the equalizer matrix filter belong both to the signal subspace and to the kernel of truncated data covariance matrix, the proposed algorithm achieves blindly a direct estimation of the zero-delay MMSE equalizer parameters. We develop a two-step procedure to further improve the performance gain and control the equalization delay. An efficient fast adaptive implementation of our equalizer, based on the projection approximation and the shift invariance property of temporal data covariance matrix, is proposed for reducing the computational complexity from[InlineEquation not available: see fulltext.] to[InlineEquation not available: see fulltext.], where[InlineEquation not available: see fulltext.] is the number of emitted signals,[InlineEquation not available: see fulltext.] the data vector length, and[InlineEquation not available: see fulltext.] the dimension of the signal subspace. We then derive a statistical performance analysis to compare the equalization performance with that of the optimal MMSE equalizer. Finally, simulation results are provided to illustrate the effectiveness of the proposed blind equalization algorithm.

  1. Measuring Structural Gender Equality in Mexico: A State Level Analysis

    Science.gov (United States)

    Frias, Sonia M.

    2008-01-01

    The main goal of this article is to assess the level of gender equality across the 32 Mexican states. After reviewing conceptual and methodological issues related to previous measures of structural inequality I detail the logic and methodology involved in the construction of a composite and multidimensional measure of gender equality, at the…

  2. Conceptualising Gender Equality in Research on Education Quality

    Science.gov (United States)

    Aikman, Sheila; Halai, Anjum; Rubagiza, Jolly

    2011-01-01

    This article sets out to re-conceptualise gender equality in education quality. Four approaches to conceptualising gender equitable education quality are identified in the literature: human capital theory with a focus on parity and sameness for all; a human rights and power perspective, within which gender equality is viewed as transforming unjust…

  3. Scandinavian Approaches to Gender Equality in Academia: A Comparative Study

    Science.gov (United States)

    Nielsen, Mathias Wullum

    2017-01-01

    This study investigates how Denmark, Norway, and Sweden approach issues of gender equality in research differently. Based on a comparative document analysis of gender equality activities in six Scandinavian universities, together with an examination of the legislative and political frameworks surrounding these activities, the article provides new…

  4. Liberty and equality. A critical response to the debate between ...

    African Journals Online (AJOL)

    This article examines the libertarian arguments of Jan Narveson and James P. Sterba regarding the compatibility of liberty and equality. It then posits that their arguments fail in solving tensions between liberty and equality, because all fundamental rights cannot be derived from liberty. A coherent scheme of human rights is ...

  5. Israel's Gender Equality Policy in Education: Revolution or Containment?

    Science.gov (United States)

    Eden, Devorah

    2000-01-01

    Examines Israel's policy of gender equality in education, discussing: social and economic forces that created the demand for equality; political processes for implementing the policy; and policy content. Data from interviews and document reviews indicate that the policy was devised to address concerns of high-tech industries and women,…

  6. The Conditions for Educational Equality. CED Supplementary Paper, Number 34.

    Science.gov (United States)

    McMurrin, Sterling M., Ed.

    The contents of this Supplementary Paper are an attempt to refine the meaning of the common concept of equality of opportunity. The following papers are included: "The Meanings of Equality," James L. Jarrett; "Poverty and Childhood," Jerome S. Bruner; "The Crucible of the Urban Classroom," Staten W. Webster; "Increasing Educational Opportunity:…

  7. Review Essay: An analysis of Equal educational opportunities ...

    African Journals Online (AJOL)

    The collection has two sections that mark these two occasions in terms of reflection, recollections and thematic chapters all linked to the manifestation of equal education. While the first part reflects on equal educational opportunities and non-discrimination as opposed to the experience of separate education, the second ...

  8. Equality in Healthcare: The Formation and Ongoing Legacy of an LGBT Advisory Council.

    Science.gov (United States)

    Rosa, William; Fullerton, Chelsea; Keller, Ronald

    2015-12-01

    This article provides a broad overview of the literature on lesbian, gay, bisexual, transgender (LGBT) health disparities and workplace discrimination, as well as the context that led to the formation of an institutional LGBT Advisory Council. The Council was developed in order to demonstrate our ongoing commitment to LGBT inclusion and to improve the lived experiences for both LGBT patients and staff. A retrospective approach is utilized to explore the LGBT Advisory Council's journey to spearhead advocacy efforts at our institution. The Council's accomplishments include taking a leadership role in obtaining nationally recognized designations such as the Healthcare Equality Index and the Magnet Exemplar for Cultural Sensitivity, as well as adding sexual orientation, gender identity, and gender expression fields to our institution's electronic medical record system. Additionally, the Council guides and promotes ongoing house-wide cultural sensitivity staff training efforts. Most recently, the Council marched as a contingency in the world's largest Pride March for the first time in institutional history. It is our hope that our Council will become an inspiration and exemplar for similar groups to form at healthcare institutions and organizations across the nation. Allowing LGBT members of each individual healthcare community the agency to determine the direction of advocacy efforts is incredibly important; however, this must be coupled with an organizational commitment on behalf of leadership to follow through on these initiatives and to provide them with the resources they need in order to be successful.

  9. Synchronization of conference presentation sequence using delay equalization approach

    Science.gov (United States)

    Godavari, Rakesh K.; Celenk, Mehmet

    2001-11-01

    In this paper, a delay equalization approach is proposed for cohesive conference presentation with minimal screen- freezing effect. The underlying screen-freezing effect is due to varying delays in the communication channels involved in broadcasting. In turn, this poses a threat to the goal of uniform delay distribution among data packets for synchronized presentation broadcast. We wish to achieve uniformity among packet arrival times to the recipients. This objective is achieved by transforming a given input delay distribution (D) to the desired output density through a delay equalization process. Considering a general case of between packet and frame delay distributions for a given input, the desired output is obtained through a delay equalization process. In case of a specific normal delay distribution, a memory-less system g(D) is determined as an approximation to the delay equalizer such that the equalizer output O(t)equalsg[D(t)] is uniformly distributed in the allowable delay limits of (a,b) assuring the specified quality of service (QoS) parameters. The corresponding delay is added at each recipient workstation, which acts as the wait period required before it begins its designated presentation.For a zero mean normal delay density case, the equalizer transfer function can be given in a closed from solution as O(t)equalsg[D(t)[equals(b-a)]0.5+eft(-D/$RO OTR(0)))[+a, where erf(x) is the standard error function. The histogram approximation is adopted as an asymptotically delay equalization means for general cases. This technique provides a means for modifying the dynamic range of data acquired by altering it into a desired distribution. In experimentation, equalizer characteristic functions are derived for a set of selected input delays to obtain the desired output. The delay equalizer system developed here is suited for deployment in a distributed hierarchical conferencing environment. To accommodate a broadcast continuity, the multimedia presentation is

  10. Dilemmas in the Danish Approach to Gender Equality

    DEFF Research Database (Denmark)

    Agustin, Lise Rolandsen; Siim, Birte

    to a limited extent addresses the impact of these policies and their implications for lived practice. One issue concerns the paradox of the relatively high female representation in politics without the adoption of gender quotas. A second issue concerns the gap between gender equality policies. Denmark lacks......The paper addresses the dilemmas, contradictions and paradoxes in the Danish approach to gender quotas and gender equality and discusses the intersections of citizenship, democracy and gender justice. Gender research understands gender quota as a means to achieve equal rights, gender equality...... and gender parity. Gender theory has conceptualized gender parity as one step towards achieving gender justice in all arenas of social, political and economic life. The Danish cases illustrate that context matters and question gender quota as a universal strategy to achieve gender equality. The empirical...

  11. Summation on the basis of combinatorial representation of equal powers

    Directory of Open Access Journals (Sweden)

    Alexander I. Nikonov

    2016-03-01

    Full Text Available In the paper the conclusion of combinatorial expressions for the sums of members of several sequences is considered. Conclusion is made on the basis of combinatorial representation of the sum of the weighted equal powers. The weighted members of a geometrical progression, the simple arithmetic-geometrical and combined progressions are subject to summation. One of principal places in the given conclusion occupies representation of members of each of the specified progressions in the form of matrix elements. The row of this matrix is formed with use of a gang of equal powers with the set weight factor. Besides, in work formulas of combinatorial identities with participation of free components of the sums of equal powers, and also separate power-member of sequence of equal powers or a geometrical progression are presented. All presented formulas have the general basis-components of the sums of equal powers.

  12. A Dynamic Tap Allocation for Concurrent CMA-DD Equalizers

    Directory of Open Access Journals (Sweden)

    Trindade DiegovonBM

    2010-01-01

    Full Text Available Abstract This paper proposes a dynamic tap allocation for the concurrent CMA-DD equalizer as a low complexity solution for the blind channel deconvolution problem. The number of taps is a crucial factor which affects the performance and the complexity of most adaptive equalizers. Generally an equalizer requires a large number of taps in order to cope with long delays in the channel multipath profile. Simulations show that the proposed new blind equalizer is able to solve the blind channel deconvolution problem with a specified and reduced number of active taps. As a result, it minimizes the output excess mean square error due to inactive taps during and after the equalizer convergence and the hardware complexity as well.

  13. Assisted living facility administrator and direct care staff views of resident mental health concerns and staff training needs.

    Science.gov (United States)

    Dakin, Emily; Quijano, Louise M; McAlister, Courtney

    2011-01-01

    This community needs assessment surveyed 21 administrators and 75 direct care staff at 9 larger and 12 smaller assisted living facilities (ALFs) regarding perceptions of resident mental health concerns, direct care staff capacity to work with residents with mental illness, and direct care staff training needs. Group differences in these perceptions were also examined. Both administrators and directcare staff indicated that direct care staff would benefit from mental health-related training, and direct care staff perceived themselves as being more comfortable working with residents with mental illness than administrators perceived them to be. Implications for gerontological social work are discussed.

  14. Motivating Staff--A Problem for the School Administrator.

    Science.gov (United States)

    Batchler, Merv

    1981-01-01

    Examines the implications for educators of the "Motivation-Hygiene Theory" proposed by Frederick Herzberg. Suggests increasing staff opportunities for goal setting, decision making, and expanded professional competence as strategies for developing staff motivation. (Author/MLF)

  15. Use Of Computer Among Library Staff In Four Universities Of ...

    African Journals Online (AJOL)

    4) selected Universities of Technology Libraries in Northern Nigeria. Survey research was adopted with population of 151 Library staff and a random sample size of 120 staff in four (4) selected Universities of Technology Libraries in Northern ...

  16. 32 CFR 700.710 - Organization of a staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 5 2010-07-01 2010-07-01 false Organization of a staff. 700.710 Section 700.710... Commanders Staffs of Commanders § 700.710 Organization of a staff. (a) The term “staff” means those officers... operation of his or her command. (b) The officer detailed as chief of staff and aide to a fleet admiral or...

  17. Policy implications of staff turnover at the Kwame Nkrumah ...

    African Journals Online (AJOL)

    ... the Library administration examines its employee performance trends to know which category of staff seem at risk of leaving and to institute human resource interventions such as training programmes, job enrichment and reward schemes to improve staff retention. Keywords: Employee turnover, staff retention, motivation, ...

  18. Organizational Climate as a Tool for Child Care Staff Retention

    Science.gov (United States)

    Klinkner, Joan M.; Riley, Dave; Roach, Mary A.

    2005-01-01

    A successful early childhood program that is a nurturing place for children must also be a good place for staff to work. Too often it is not, and employees leave. Coping with staff turnover in early childhood programs is a constant struggle, not only for administrators but also for children and their families and the staff who remain behind. Both…

  19. Classification of Staff Development Programmes and Effects Perceived by Teachers

    Science.gov (United States)

    De Rijdt, Catherine; Dochy, Filip; Bamelis, Sofie; van der Vleuten, Cees

    2016-01-01

    Educational institutions offer diverse staff development programmes to allow staff members to keep up with educational innovations and to guarantee educational quality. The current study investigates by means of a survey and semi-structured interviews whether the teacher perceives staff development as a management model, a shop-floor model or a…

  20. 25 CFR 36.86 - Are there staff training requirements?

    Science.gov (United States)

    2010-04-01

    ... section before the first day of student occupancy for the year. (1) First Aid/Safety/Emergency & Crisis... 25 Indians 1 2010-04-01 2010-04-01 false Are there staff training requirements? 36.86 Section 36... Programs Staffing § 36.86 Are there staff training requirements? (a) All homeliving program staff as well...

  1. The Relationship of Staff Development to Personnel Management.

    Science.gov (United States)

    Williams, C. A.

    Staff development, one of the nine main functions in personnel management, is not an isolated function. Administrators with whom the ultimate responsibility for personnel management rests, determine the extent to which the personnel and staff development specialists can be utilized. The staff development specialist has three major roles, as…

  2. Academic Staff Development and Output in State Universities in ...

    African Journals Online (AJOL)

    The findings were that significant relationship exists between staff development and the productivity of academic staff in terms of research, teaching and community service. Therefore, the study concluded that in-service training and attendance of conferences and workshops influence the output of academic staff.

  3. Staff development and employee welfare practices and their effect ...

    African Journals Online (AJOL)

    Every organization primarily needs committed and dedicated staff that will help the organization to meet its tactical and strategic objectives. The study examines whether staff development policies exist in three special libraries in Ghana, and whether training programmes are being offered to increase staff competence, ...

  4. Identifying Needs to Develop a PBL Staff Development Program

    Science.gov (United States)

    Coffin, Prarthana

    2013-01-01

    Staff development is a crucial element for educational intervention. Recognizing the importance of staff development, this study aims to pin-point suitable methodologies in developing a Problem-Based Learning (PBL) academic staff development program for a higher education institute where PBL has become an intervention alternative. The study aims…

  5. 7 CFR 1700.33 - Financial Services Staff.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 11 2010-01-01 2010-01-01 false Financial Services Staff. 1700.33 Section 1700.33... AGRICULTURE GENERAL INFORMATION Agency Organization and Functions § 1700.33 Financial Services Staff. The Financial Services Staff evaluates the financial condition of financially troubled borrowers in order to...

  6. 32 CFR 1602.5 - Area office staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 6 2010-07-01 2010-07-01 false Area office staff. 1602.5 Section 1602.5....5 Area office staff. The compensated employees, civilian and military, of the Selective Service System employed in an area office will be referred to as the area office staff. ...

  7. 13 CFR 120.824 - Professional management and staff.

    Science.gov (United States)

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Professional management and staff... management and staff. A CDC must have full-time professional management, including an Executive Director (or the equivalent) managing daily operations. It must also have a full-time professional staff qualified...

  8. 17 CFR 171.28 - Participation by Commission staff.

    Science.gov (United States)

    2010-04-01

    ... staff. 171.28 Section 171.28 Commodity and Securities Exchanges COMMODITY FUTURES TRADING COMMISSION..., Membership Denial and Registration Actions § 171.28 Participation by Commission staff. The Division of.... The Commission shall by order establish a supplementary briefing schedule for the Commission staff and...

  9. 10 CFR 51.40 - Consultation with NRC staff.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 2 2010-01-01 2010-01-01 false Consultation with NRC staff. 51.40 Section 51.40 Energy....40 Consultation with NRC staff. (a) A prospective applicant or petitioner for rulemaking is encouraged to confer with NRC staff as early as possible in its planning process before submitting...

  10. 32 CFR 700.720 - Administration and discipline: Staff embarked.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 5 2010-07-01 2010-07-01 false Administration and discipline: Staff embarked... Commanders In Chief and Other Commanders Administration and Discipline § 700.720 Administration and discipline: Staff embarked. In matters of general discipline, the staff of a commander embarked and all...

  11. Estimation and Direct Equalization of Doubly Selective Channels

    Directory of Open Access Journals (Sweden)

    Leus Geert

    2006-01-01

    Full Text Available We propose channel estimation and direct equalization techniques for transmission over doubly selective channels. The doubly selective channel is approximated using the basis expansion model (BEM. Linear and decision feedback equalizers implemented by time-varying finite impulse response (FIR filters may then be used to equalize the doubly selective channel, where the time-varying FIR filters are designed according to the BEM. In this sense, the equalizer BEM coefficients are obtained either based on channel estimation or directly. The proposed channel estimation and direct equalization techniques range from pilot-symbol-assisted-modulation- (PSAM- based techniques to blind and semiblind techniques. In PSAM techniques, pilot symbols are utilized to estimate the channel or directly obtain the equalizer coefficients. The training overhead can be completely eliminated by using blind techniques or reduced by combining training-based techniques with blind techniques resulting in semiblind techniques. Numerical results are conducted to verify the different proposed channel estimation and direct equalization techniques.

  12. Equality of Opportunity, Cultural Diversity and Claims for Fairness

    Directory of Open Access Journals (Sweden)

    Mitja Sardoč

    2016-06-01

    Full Text Available The present paper examines some of the tensions, problems and challenges associated with claims for equality of opportunity (the fairness argument. The introductory part identifies three separate forms of justification for public education, including the argument associated with equality of opportunity. Part II examines in detail two questions that reveal part of the anatomy of equality of opportunity: (1 what an opportunity is, and (2 when individuals’ opportunities are equal. This is followed by a presentation of the two basic principles of equality of opportunity: (1 the principle of non-discrimination, and (2 the “levelling the playing field” principle. The next part takes up the multiculturalist hypothesis advanced by minority groups for the accommodation and recognition of cultural diversity. This is followed by the identification of a set of claims comprising the “fairness argument”. The last section focuses on the “currency problem” associated with cultural diversity as a form of “unfair disadvantage”. Part V examines two of the major shortcomings associated with the multicultural conception of equality of opportunity, while the concluding part discusses some of the questions that must be answered by any conception of equal opportunities.

  13. History of the Joint Chiefs of Staff: The Joint Chiefs of Staff and the War in Vietnam, 1971-1973

    National Research Council Canada - National Science Library

    Webb, Willard J; Poole, Walter S

    2007-01-01

    The series of five volumes titled "The Joint Chiefs of Staff and the War in Vietnam" covers the activities of the Joint Chiefs of Staff with regard to Vietnam from 1945 to the final withdrawal of U.S...

  14. Equal, global, local: discourses in Taiwan's international medical graduate debate.

    Science.gov (United States)

    Ho, Ming-Jung; Shaw, Kevin; Liu, Tzu-Hung; Norris, Jessie; Chiu, Yu-Ting

    2015-01-01

    With the globalisation of medicine, the role of international medical graduates (IMGs) has expanded. Nonetheless, the experiences of native-born IMGs remain under-researched. In Taiwan, public controversy has unfolded around IMGs educated in Poland, calling into question the meaning(s) of equality in policy and medicine. In focusing on the return of IMGs to their countries of origin, this study adds to the growing literature concerning equality and globalisation in medical education. The primary research aim was to analyse how stakeholders in the IMG debate use equality in their arguments. The authors set out to frame the dispute within the recent history of Taiwanese medical governance. An overarching objective was to contribute a critical, historical view of how discourses of globalisation and equality construct different policy approaches to international medical education. The authors performed a critical discourse analysis of a public policy dispute in Taiwan, assembling an archive from online interactions, government reports and news articles. Coding focused on stakeholders' uses of equality to generate broader discourses. International and domestic Taiwanese students conceived of equality differently, referencing both 'equality of opportunity' and 'equality of outcome' within localisation and globalisation frameworks, respectively. The dominance of localisation discourse is reflected in hostile online rhetoric towards Poland-educated IMGs. Rhetorical disagreements over equality in medical education trace shifting state policies, from earlier attempts to remove barriers for IMGs to the present-day push to regulate IMGs for acculturation and quality assurance. The global Internet had a double-sided influence, facilitating both democratic political mobilization and the spread of hate speech. The policy debate in Taiwan mirrors discourses in Canada, where IMGs are likewise conceived either as globally competent physicians or as lacking in merit and technical

  15. IMPLEMENTASI METODE HISTOGRAM EQUALIZATION UNTUK MENINGKATKAN KUALITAS CITRA DIGITAL

    Directory of Open Access Journals (Sweden)

    Isa Akhlis

    2012-02-01

    Full Text Available Radiografi dapat digunakan untuk membantu mendiagnosis penyakit dalam bidang medis. Umumnya citra radiograf masih tampak kabur sehingga memerlukan pengolahan untuk menghilangkan atau mengurangi kekaburan tersebut. Tujuan penelitian ini adalah mendesain perangkat lunak untuk meningkatkan kualitas citra digital foto Roentgen yaitu dengan meningkatkan kontras citra tersebut. Salah satu metode untuk meningkatkan kontras citra digital adalah dengan menggunakan metode histogram equalization. Metoda tersebut membuat tingkat keabuan citra tersebar merata pada semua tingkat keabuan. Hasil penelitian menunjukkan bahwa metoda histogram equalization dapat digunakan untuk meningkatkan kontras citra.  Hal ini dapat langsung dilihat pada layar monitor.   Kata kunci: citra radiograf,  histogram equalization

  16. DANIELA-SORINA ALBEANU, Equality of chances and health

    Directory of Open Access Journals (Sweden)

    EMILIAN M. DOBRESCU

    2008-01-01

    Full Text Available Equality of chance is a major aim for humanity. Having a dynamic conceptualization, equalizing chances poses problems of acceptance on the part of certain socio-professional categories. Solving aspects like discrimination according to certain criteria, marginalization and social exclusion is the task of the government, agencies and of institutions set in the legislation. This work looks at the way in which the problems related to health interfere with the legislation on the equality of chances between men and women, on the one hand (gender policies, and disabled people on the other hands.

  17. Moving beyond gender: processes that create relationship equality.

    Science.gov (United States)

    Knudson-Martin, Carmen; Mahoney, Anne Rankin

    2005-04-01

    Equality is related to relationship success, yet few couples achieve it. In this qualitative study, we examine how couples with children in two time cohorts (1982 and 2001) moved toward equality. The analysis identifies three types of couples: Postgender, gender legacy, and traditional. Movement toward equality is facilitated by: (a) Stimulus for change, including awareness of gender, commitment to family and work, and situational pressures; and (b) patterns that promote change, including active negotiation, challenges to gender entitlement, development of new competencies, and mutual attention to relationship and family tasks. Implications for practice are discussed.

  18. A feasible DY conjugate gradient method for linear equality constraints

    Science.gov (United States)

    LI, Can

    2017-09-01

    In this paper, we propose a feasible conjugate gradient method for solving linear equality constrained optimization problem. The method is an extension of the Dai-Yuan conjugate gradient method proposed by Dai and Yuan to linear equality constrained optimization problem. It can be applied to solve large linear equality constrained problem due to lower storage requirement. An attractive property of the method is that the generated direction is always feasible and descent direction. Under mild conditions, the global convergence of the proposed method with exact line search is established. Numerical experiments are also given which show the efficiency of the method.

  19. Is equal moral consideration really compatible with unequal moral status?

    Science.gov (United States)

    Rossi, John

    2010-09-01

    The issue of moral considerability, or how much moral importance a being's interests deserve, is one of the most important in animal ethics. Some leading theorists--most notably David DeGrazia--have argued that a principle of "equal moral consideration" is compatible with "unequal moral status." Such a position would reconcile the egalitarian force of equal consideration with more stringent obligations to humans than animals. The article presents arguments that equal consideration is not compatible with unequal moral status, thereby forcing those who would justify significantly different moral protections for humans and animals to argue for unequal consideration.

  20. Job satisfaction survey among health centers staff.

    Science.gov (United States)

    Shahnazi, Hossein; Daniali, Seyede Shahrbanoo; Sharifirad, Gholamreza

    2014-01-01

    Due to the importance of health care organizations with significant responsibility for prevention and care, assessment of job satisfaction among health care staff is essential. Quality of health services will be decreased provided they are not satisfied. This study was a cross-sectional analysis of health care staff in Khomeinishahr (centers, buildings, and networks) If they had at least 6 months work experience, they could enter the study. Data included a two-part questionnaire with a standardized questionnaire, demographic variables, and Smith job descriptive index, which is a questionnaire with six domains. Reliability was obtained for each domain and its validity was reported 0.93. The results showed an overall satisfaction score averages 43.55 ± 12.8 (from 100). Job satisfaction score was not significantly different between the sexes. However, within the current attitude toward job satisfaction, men scores was better than women (P = 0.001). Highest score in job satisfaction was related to relationships with colleagues and lowest score was related to the income, benefits, and job promotion. The more the years of work, the less the job satisfaction was. The attitude toward the current job had a direct relationship with income (P = 0.01). There was a significant inverse relationship between educational level and job satisfaction in domains promotion, income, and benefits (P = 0.01). The staff with higher education levels was less satisfied with income and job promotion qualification. Managers should focus on job qualification to increase job satisfaction and improve the quality of work.

  1. Health physics training of plant staff

    International Nuclear Information System (INIS)

    Heublein, R.M. Jr.

    1982-01-01

    The scope of this document entitled Health Physics Training of Plant Staff addresses those critical elements common to all health physics training programs. The incorporation of these elements in a health physics training program will provide some assurances that the trainees are competent to work in the radiological environment of a nuclear plant. This paper provides sufficient detail for the health physicist to make managerial decisions concerning the planning, development, implementation, and evaluation of health physics training programs. Two models are provided in the appendices as examples of performance based health physics training programs

  2. Geneva University honours two CERN staff members

    CERN Multimedia

    2001-01-01

    Albert Hofmann Steve Myers On 8 June, two CERN staff members will receive Geneva University's highest distinction. On the proposal of the University's particle physicists, Steve Myers and Albert Hoffmann, who orchestrated LEP commissioning and operation and were instrumental in its success, will awarded the distinction of doctor honoris causa. The ceremony, interspersed with musical interludes, will be followed by a formal reception and is open to all. The Uni Dufour car park will be free to members of the public attending the ceremony. 8 June 2001 at 10.00 a.m. Uni Dufour, Auditoire Piaget 24, rue Général Dufour, Geneva.

  3. Staff numbers: from words to action!

    CERN Multimedia

    Association du personnel

    2006-01-01

    2006 is a decisive year for the definition of needs for human resources and long-term budget for the Organization. The LHC is officially programmed for 31 August 2007; the Director-General has to draw up a â€ワLong-term Plan” (LTP) by the end of the year. This projected programme will specify the needs for staff fron now until 2010 and beyond, in particular in the framework of the completion and running of this unique machine.

  4. Nursing staff requirements for neonatal intensive care.

    OpenAIRE

    Williams, S; Whelan, A; Weindling, A M; Cooke, R W

    1993-01-01

    A study to estimate the number of nursing staff required for neonatal nursing was undertaken. Certain nursing tasks, such as transporting any infant, caring for the dying infant, and looking after the very unstable infant required continuous attention by one nurse (5.5 whole time equivalent (wte) nurses for each cot). The stable ventilated infant required 10.5 nursing hours each day-that is, 2.4 wte/cot. Infants with intravenous infusions, but not ventilated, required only slightly less nursi...

  5. The Effectiveness of Staff Training Focused on Increasing Emotional Intelligence and Improving Interaction between Support Staff and Clients

    Science.gov (United States)

    Zijlmans, L. J. M.; Embregts, P. J. C. M.; Gerits, L.; Bosman, A. M. T.; Derksen, J. J. L.

    2015-01-01

    Background: Recent research addressed the relationship between staff behaviour and challenging behaviour of individuals with an intellectual disability (ID). Consequently, research on interventions aimed at staff is warranted. The present study focused on the effectiveness of a staff training aimed at emotional intelligence and interactions…

  6. Leadership: a key strategy in staff nurse retention.

    Science.gov (United States)

    Kleinman, Carol S

    2004-01-01

    Nursing administrators are challenged to recruit and retain staff nurses in the midst of increasing job vacancies and staff nurse turnover rates averaging 21%. The prevailing issues related to staff nurse recruitment and retention in the current healthcare environment are briefly reviewed as introductory content. The article outlines the case from nursing administration literature that effective leadership styles of nurse managers and nurse administrators enhance staff nurse retention. As nurse administrators continue to struggle with staff nurse recruitment and retention, evidenced-based strategies are discussed that address leader preparation and organizational leadership structure including advanced education, leadership training, and shared leadership models.

  7. [Habermas' and Giddens' modernization theories applied to homes for the aged and to somatic nursing homes. The long road toward greater equivalence between residents and staff].

    Science.gov (United States)

    Belderok, J J

    1997-12-01

    The situation in homes for the elderly and nursing homes is for the residents both alarming and tragic. Recent Dutch legislation supports the movement towards more self-determination and autonomy for the residents. The staff are dedicated to making the living situation as good as possible for the residents. Nevertheless many publications describe how the dependence and helplessness of the residents stil continue. In this paper this helplessness is placed within the broader framework of modern society by application of Habermas' theory of communicative action and Giddens' structuration theory. Both theories show that the key to improve dependent making structures should be sought principally in the behaviour of both staff and residents. Habermas offers a perspective to more equivalent communicative action between residents and staff. Giddens draws attention to the knowledgeability of residents, with which they should be able to interact on an equal basis with professionals. This presupposes much dedication of both staff and residents.

  8. Can Technology Help Promote Equality of Educational Opportunities?

    Science.gov (United States)

    Jacob, Brian; Berger, Dan; Hart, Cassandra; Loeb, Susanna

    2016-01-01

    This chapter assesses the potential for several prominent technological innovations to promote equality of educational opportunities. We review the history of technological innovations in education and describe several prominent innovations, including intelligent tutoring, blended learning, and virtual schooling.

  9. Genetic Algorithm for Solving Simple Mathematical Equality Problem

    OpenAIRE

    Hermawanto, Denny

    2013-01-01

    This paper explains genetic algorithm for novice in this field. Basic philosophy of genetic algorithm and its flowchart are described. Step by step numerical computation of genetic algorithm for solving simple mathematical equality problem will be briefly explained

  10. Visual Power Data Files for Equal Employment Opportunity (EEO)

    Data.gov (United States)

    U.S. Environmental Protection Agency — The Visual Powerfiles for EEO is an information management and reporting system designed to meet Federal requirements for the agency's Equal Employment Opportunity...

  11. Regulation vs. reality in Serbia: Gender equality, economy and state

    Directory of Open Access Journals (Sweden)

    Đurić-Kuzmanović Tatjana

    2010-01-01

    Full Text Available When the Law on Equality between Sexes (2009 and the National Strategy for Improving the Position of Women and Advancing Gender Equality (2009 were adopted, after a several years of obstruction of proceedings, in Serbia normative prerequisites for the implementation of the gender equality policy and for prevention and sanctioning of all kinds of gender based discrimination were created. In this paper, the author discusses the expected effect of the implementation of the Law on Equality between sexes. In addition, the key argument which restricts its implementation and potential positive effects is explained. The context of the dominate patriarchy and the prevailing human nondevelopment in Serbia does not stimulate neither women nor men, as development actors (manager, worker, trade union, state, to act in the direction to change gender regime and to take responsibility for development of the economy and society.

  12. Road Map for Gender Equality in the FCC Study

    CERN Document Server

    Genevieve Guinot

    2015-01-01

    Plan towards defining well scoped deliverables on gender specific communication for discussion, mapping of country context and organisational practices and the establishment of a focused task-force on gender equality in participating institutes.

  13. Corporate Equality and Equity Prices: Doing Well While Doing Good?

    OpenAIRE

    Shihe Fu; Liwei Shan

    2009-01-01

    Two competing hypotheses, value enhancing and value discounting, state that implementing socially responsible corporate policies can have positive or negative effects on firm value. This paper tests how a specific type of social responsibility–corporate equality–affects firm value. Corporate equality is measured by the corporate equality index (CEI). This index quantifies how companies treat their gay, lesbian, bisexual, and transgender employees, consumers, and investors. Using a sample of C...

  14. Color and Contrast Enhancement by Controlled Piecewise Affine Histogram Equalization

    Directory of Open Access Journals (Sweden)

    Jose-Luis Lisani

    2012-10-01

    Full Text Available This paper presents a simple contrast enhancement algorithm based on histogram equalization (HE. The proposed algorithm performs a piecewise affine transform of the intensity levels of a digital image such that the new cumulative distribution function will be approximately uniform (as with HE, but where the stretching of the range is locally controlled to avoid brutal noise enhancement. We call this algorithm Piecewise Affine Equalization (PAE. Several experiments show that, in general, the new algorithm improves HE results.

  15. Gender Equality in the Romanian Local Public Institutions

    OpenAIRE

    Sorin Dan ŞANDOR; Felicia Cornelia MACARIE; Simona Claudia CREŢA

    2011-01-01

    Gender equality in public institutions is a sensitive topic considering the vast efforts of European countries to overcome the problems raised by gender inequality, gender segregation and gender discrimination in the labor market. In order to measure gender equality in public institutions and to identify the most important gender related organizational issues a questionnaire was built, tested in 2010 in one public institution, and then applied at national scale to public servants (both women ...

  16. Climate Change Policies in Australia: Gender Equality, Power and Knowledge

    OpenAIRE

    Thomas K. Wanner

    2009-01-01

    This paper examines the link between gender equality and climate change policies in Australia. It critically analyses the extent to which gender mainstreaming and gender dimensions have been taken into account in the national policy processes for climate change in Australia. The paper argues that climate change adaptation and mitigation policies in Australia neglect gender dimensions. This endangers the advances made in gender equality and works against socially equitable...

  17. Musawah Movement: Seeking Equality and Justice in Muslim Family Law

    OpenAIRE

    Basarudin, Azza

    2009-01-01

    These personal stories from Saudi Arabia, Afghanistan, Britain, and Gambia, among others—signifying the contention between law, lived realities, and experiences, and illuminating the need for equality and justice— emerged in Kuala Lumpur during the launch of the Musawah (“equality” in Arabic) movement. Between February 13 and 17, 2009, Malaysia bore witness to the courageous and necessary search for equality and justice in Muslim Family Law through the meeting of a transnational network of ac...

  18. Patterns of gender equality at workplaces and psychological distress.

    Directory of Open Access Journals (Sweden)

    Sofia Elwér

    Full Text Available Research in the field of occupational health often uses a risk factor approach which has been criticized by feminist researchers for not considering the combination of many different variables that are at play simultaneously. To overcome this shortcoming this study aims to identify patterns of gender equality at workplaces and to investigate how these patterns are associated with psychological distress. Questionnaire data from the Northern Swedish Cohort (n = 715 have been analysed and supplemented with register data about the participants' workplaces. The register data were used to create gender equality indicators of women/men ratios of number of employees, educational level, salary and parental leave. Cluster analysis was used to identify patterns of gender equality at the workplaces. Differences in psychological distress between the clusters were analysed by chi-square test and logistic regression analyses, adjusting for individual socio-demographics and previous psychological distress. The cluster analysis resulted in six distinctive clusters with different patterns of gender equality at the workplaces that were associated to psychological distress for women but not for men. For women the highest odds of psychological distress was found on traditionally gender unequal workplaces. The lowest overall occurrence of psychological distress as well as same occurrence for women and men was found on the most gender equal workplaces. The results from this study support the convergence hypothesis as gender equality at the workplace does not only relate to better mental health for women, but also more similar occurrence of mental ill-health between women and men. This study highlights the importance of utilizing a multidimensional view of gender equality to understand its association to health outcomes. Health policies need to consider gender equality at the workplace level as a social determinant of health that is of importance for reducing

  19. Derivative of Area Equals Perimeter--Coincidence or Rule?

    Science.gov (United States)

    Zazkis, Rina; Sinitsky, Ilya; Leikin, Roza

    2013-01-01

    Why is the derivative of the area of a circle equal to its circumference? Why is the derivative of the volume of a sphere equal to its surface area? And why does a similar relationship not hold for a square or a cube? Or does it? In their work in teacher education, these authors have heard at times undesirable responses to these questions:…

  20. Fast Adaptive Blind MMSE Equalizer for Multichannel FIR Systems

    OpenAIRE

    Abed-Meraim Karim; Kacha Ibrahim; Belouchrani Adel

    2006-01-01

    We propose a new blind minimum mean square error (MMSE) equalization algorithm of noisy multichannel finite impulse response (FIR) systems, that relies only on second-order statistics. The proposed algorithm offers two important advantages: a low computational complexity and a relative robustness against channel order overestimation errors. Exploiting the fact that the columns of the equalizer matrix filter belong both to the signal subspace and to the kernel of truncated data covariance mat...