Search results

The 3D Systems stereolithography file format is a good workhorse for the rapid prototyping (RP) industry. It is supported by all major computer‐aided design (CAD) and RP manufacturers and there now exists a selection of third‐party software which supports this de facto standard and helps to make it work better. However, input to RP systems is sometimes best suited to the format of sliced contours. These may be produced from a three‐dimensional CAD model or via reverse engineering techniques such as laser scans and co‐ordinate measuring machines. Other sources include computed tomography and magnetic resonance imaging scans. Takes a brief look at both of the above methods, listing their advantages and disadvantages. Identifies several ways in which sliced data can be used to drive RP processes. Finally, presents in detail a methodology used to develop a direct and adaptive slicer from a commercial CAD system.

In 1989, the Cleveland based law firm Reminger and Reminger in conjunction with the Personnel Journal conducted a survey on Equal Employment Opportunity (EEO) issues facing America. This survey focused on various types of EEO complaints (Reminger, 1991). Of the 653 corporations who participated in the study, approximately 18% reported racial discrimination as their number one EEO problem. The survey revealed that race discrimination complaints were the highest among the government and manufacturing sectors (Reminger, 1991). In the 1990s, racial inequality continues to be of primary concern.

Almost all historical accounts of psychological work related to the self-concept begin with the pioneering work of William James (e.g., Harter, 1996; Pajares & Schunk, 2002, 2005; Roeser et al., 2006). James' distinction between the self as knower and agent (the I-self) and the self as known and object (the Me-self), in the famous Chap. 10, on self-consciousness, in his Principles of Psychology (1890), undoubtedly informs much subsequent work on the self-concept (a term that James never used himself). In particular, the general idea that the self is made up of different constituents (e.g., the Me-self contains material, social, and spiritual selves) arranged hierarchically is still very much a basic structural assumption in many contemporary theories of the self-concept, just as James' assumption that the I-self can create and monitor a variety of Me-selves anchors much self-concept methodology and process theorizing. With respect to the general aims of self-concept research, James' framing of self-esteem (a term he did use) also has been extremely influential on subsequent generations of both self-esteem and self-concept researchers. For James, self-esteem is a feeling that “depends entirely on what we back ourselves to be and do” (James, 1981, p. 310), a feeling that depends on the success with which we achieve those things we set out to achieve.²

This paper aims to deepen understanding of the influence of Barnard's Functions of the Executive in management theory by examining its early scholarly reception.

The research presented is a qualitative analysis of references to Barnard's work in academic journals prior to 1956, based on 139 articles identified through text-based searching of electronic databases.

Favorable opinions of Barnard's book tend to emphasize his practical insights as a business executive, while his conceptual frameworks are viewed more skeptically. Criticism often focuses on the “scientific” legitimacy of his approach or his perceived ideological perspective. Concepts prominently discussed vary among social science disciplines, and his name is quickly tied to those of subsequent academics whose work is “like” his – these likewise vary by discipline. As they emerge, their voices on the concepts may supersede Barnard's influence.

Since this study ends in the mid-1950s, conclusions about how its findings reflect on subsequent use of Barnard's work by management scholars are speculative. Further research could build on this work by examining scholarly literature to track how and where specific ideas or concepts from Barnard's book have been developed in management scholarship up to the present day.

This study informs current scholars interested in Barnard's work by suggesting how its early usage by academics based on boundaries of disciplinary interest may have diffused the book's early impact and influenced later attention to its concepts by management scholars.

This article summarizes and makes the case for the continued relevancy of the scholarly works of the late sociologist Norma Williams. Informed by the multicultural tradition in which Norma Williams and the author both inhabit, and drawing upon their autobiographical experiences as data, the article makes an argument for the relevancy, indeed desirability of multiculturalism (especially as an alternative to assimilation) for clarifying the multiple ways in which diversity and diverse claims promote basic human rights. Drawing extensively from the scholarly works of Herbert Blumer, we highlight how some of the assumptions upon which assimilationist arguments are constructed do not hold up empirically.

A new artificial intelligence (AI) project in Israel. A national centre for artificial intelligence, which covers the fields of computer science, neurosciences and psychology, has been founded at the Weizmann Institute at Rehovot in Israel. The research team hopes to understand some of the facets of the human thought process and apply their results to the creation of machines which “can learn from experience”, “understand and speak a natural language”, and “assess situations”. The aim is to produce a machine with “Common sense”. Initially work will be carried out in vision capabilities (Professor Ullman), and the development of hardware and language for parallel processing. The institute will also conduct research into advanced robotics (Dr Flash) with a particular interest in manipulator kinematics and dynamics as well as trajectory planning.

Herbert Simon introduced the term “docility” to define the tendency of human beings to get information from social channels. In this paper, we enrich this first definition with distributed cognition based arguments, and suggest that docile individuals modify the information they get, before passing it on to others. We present a simulation model of docile and non-docile individuals in organizations, where different docility attitudes (behaviors) are considered. In standard conditions, findings suggest that the above-average docile individuals remain below 20% of the number of workers in a given organization. This way, we outline potentials and limits of this intriguing concept.

This chapter focuses on the Trump administration's health policies, with an emphasis on its efforts to repeal the Affordable Care Act and its response to the COVID-19 pandemic. It assesses those policies both in the context of the administration's broader goals and motivations, and in the context of systemic deficits and deficiencies in American health policy. I argue that failures of health policy and health security in the face of the pandemic reflect those longstanding weaknesses, much more so than the administration's actions (or inaction).