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The purpose of this paper is to assess the application of graph coloring and domination to solve the airline-scheduling problem. Graph coloring and domination in graphs have plenty of applications in computer, communication, biological, social, air traffic flow network and airline scheduling.

The process of merging the concept of graph node coloring and domination is called the dominator coloring or the χ_d coloring of a graph, which is defined as a proper coloring of nodes in which each node of the graph dominates all nodes of at least one-color class.

The smallest number of colors used in dominator coloring of a graph is called the dominator coloring number of the graph. The dominator coloring of line graph, central graph, middle graph and total graph of some generalized Petersen graph P_(n ,1) is obtained and the relation between them is established.

The dominator coloring number of certain graph is obtained and the association between the dominator coloring number and domination number of it is established in this paper.

In wireless sensor networks, improving the network lifetime is considered as the prime objective that needs to be significantly addressed during data aggregation. Among the traditional data aggregation techniques, cluster-based dominating set algorithms are identified as more effective in aggregating data through cluster heads. But, the existing cluster-based dominating set algorithms suffer from a major drawback of energy deficiency when a large number of communicating nodes need to collaborate for transferring the aggregated data. Further, due to this reason, the energy of each communicating node is gradually decreased and the network lifetime is also decreased. To increase the lifetime of the network, the proposed algorithm uses two sets: Dominating set and hit set.

The proposed algorithm uses two sets: Dominating set and hit set. The dominating set constructs an unequal clustering, and the hit set minimizes the number of communicating nodes by selecting the optimized cluster head for transferring the aggregated data to the base station. The simulation results also infer that the proposed optimized unequal clustering algorithm (OUCA) is greater in improving the network lifetime to a maximum amount of 22% than the existing cluster head selection approach considered for examination.

In this paper, lifetime of the network is prolonged by constructing an unequal cluster using the dominating set and electing an optimized cluster head using hit set. The dominator set chooses the dominator based on the remaining energy and its node degree of each node. The optimized cluster head is chosen by the hit set to minimize the number of communicating nodes in the network. The proposed algorithm effectively constructs the clusters with a minimum number of communicating nodes using the dominating and hit set. The simulation result confirms that the proposed algorithm prolonging the lifetime of the network efficiently when compared with the existing algorithms.

The proposed algorithm effectively constructs the clusters with a minimum number of communicating nodes using the dominating and hit sets. The simulation result confirms that the proposed algorithm is prolonging the lifetime of the network efficiently when compared with the existing algorithms.

The purpose of this paper is to minimize the mean flow time in open shop scheduling problem (OSSP). The scheduling problems consist of n jobs and m machines, in which each job has O operations. The processing time for 50 OSSP was generated using a linear congruential random number.

Different evolutionary algorithms are used to minimize the mean flow time of OSSP. This research study used simulated annealing (SA), Discrete Firefly Algorithm and a Hybrid Firefly Algorithm with SA. These methods are referred as A1, A2 and A3, respectively.

A comparison of the results obtained from the three methods shows that the Hybrid Firefly Algorithm with SA (A3) gives the best mean flow time for 76 percent instances. Also, it has been observed that as the number of jobs increases, the chances of getting better results also increased. Among the first 25 problems (i.e. job ranging from 3 to 7), A3 gave the best results for 13 instances, i.e., for 52 percent of the first 25 instances. While for the last 25 problems (i.e. Job ranging from 8 to 12), A3 gave the best results for all 25 instances, i.e. for 100 percent of the problems.

From the literature it has been observed that no researchers have attempted to solve OOSPs using Firefly Algorithm (FA). In this research work an attempt has been made to apply the FA and its hybridization to solve OSSP. Also the research work carried out in this paper can also be applied for a real-time Industrial problem.

Examines the contemporary discourse on environmental sustainability, organizational change and transformational leadership in the larger context of a shift from a dominator to a partnership model of social and ideological organization. Traces the historic tension between these two models, and argues that this tension is coming to a head today because at our level of technological development a dominator model is not sustainable. Analyses some of the key themes in organizational change writings that address environmental sustainability, proposing that there is an implicit subtext in much of this literature relating to conventional gender roles and relations. Suggests that, as this subtext becomes more visible, appropriate changes in policy can be more effectively made.

The purpose of this research is to understand what motivates 7–11-year-old children to participate in online brand communities (OBCs). Prior research has concentrated on prescriptive product categories (games and gaming), predominantly adolescent groups and the social aspects of community engagement and actual behaviour within communities, rather than the motivations to participate with the OBC. This has ultimately limited what has been gleaned, both theoretically and managerially, from this important segment.

An interpretive, longitudinal position is adopted, using a sample of 261 children (113 male and 148 female) from across the UK, using event-based diaries over a 12-month period, generating 2,224 entries.

Data indicate that children are motivated to participate in a brand community for four reasons: to support and ameliorate pre-purchase anxieties, resolve interpersonal conflicts, exact social dominance in terms of product ownership and perceptions of product knowledge and to actively engage in digitalised pester power. The study also reveals that certain motivational aspects such as conflict resolution and exacting dominance, are gender-specific.

Knowledge of children’s motivation to engage with OBCs is important for marketers and brand managers alike as the data reveal markedly different stimuli when compared to known adult behaviours in the field. Given the nature of the study, scope exists for significant future research.

The study reveals behaviours that will assist brand managers in further understanding the complex and untraditional relationships that children have with brands and OBCs.

This study makes a novel examination of a hitherto little-explored segment of consumers. In doing so, it uncovers the theoretical and practical characteristics of child consumers that contemporary, adult-focussed literature does not recognise. The paper makes an additional contribution to theory by positing four new behavioural categories relating to community engagement – dependers, defusers, demanders and dominators – and four new motivational factors which are fundamentally different from adult taxonomies – social hegemony, parental persuasion, dilemma solving and conflict resolution.

NOW HERE is a funny sequence. We are told that actual pay is up above the inflation rate because so much overtime is being worked. If this was one of those stories where the audience is invited to cheer or groan alternately, we would say ‘Hurrah’!

Status, which is based on differences in esteem and honor, is an ancient and universal form of inequality which nevertheless interpenetrates modern institutions and organizations. Given its ubiquity and significance, we need to better understand the basic nature of status as a form of inequality. I argue that status hierarches are a cultural invention to organize and manage social relations in a fundamental human condition: cooperative interdependence to achieve valued goals with nested competitive interdependence to maximize individual outcomes in the effort. I consider this claim in relation to both evolutionary arguments and empirical evidence. Evidence suggests that the cultural schema of status is two-fold, consisting of a deeply learned basic norm of status allocation and a set of more explicit, variable, and changing common knowledge status beliefs that people draw on to coordinate judgments about who or what is more deserving of higher status. The cultural nature of status allows people to spread it widely to social phenomena (e.g., firms in a business field) well beyond its origins in interpersonal hierarchies. In particular, I argue, the association of status with social difference groups (e.g., race, gender, class-as-culture) gives inequalities based on those difference groups an autonomous, independent capacity to reproduce themselves through interpersonal status processes.

The basis for a broadened scanning framework is described, which may also function as a means for understanding how human minds filter their perceptions of the world. The framework is based on the Four‐Quadrant Integral model of Ken Wilber and the Spiral Dynamics model of Don Beck and Chris Cowan. An analytical tool (cross‐level analysis) is presented for examining views of the world in terms of both the perceptual filters of the viewer and the aspect of the world being viewed, a technique which is also useful for analysing how other scanners do their scanning. A notation for cross‐level analysis is presented and described, with examples of its use.

This chapter examines the role of corporate image-making in the everyday life of organizations and its contribution to the mundane reproduction of discrimination. With British Airways as an example, it is argued that images found in corporate materials reflect the organization’s construction of “male” and “female,” “white” and “non-white,” in distinct ways. Further, these images have profound consequences for the ways in which employees visualize themselves, their colleagues and their subordinates. This chapter also shows how organizational images can restrict diversity by identifying certain organizational roles and positions with specific demographic characteristics. It is suggested that (a) these various images have sanctioned and encouraged certain types of “male”/female,” “white”/“nonwhite” behavior, and implicitly prohibited others and (b) these images can be linked to the exclusion of women and people of color from positions of power, authority, and prestige within the airline industry.