Subglacial topography and landscape evolution from radio-echo sounding data in the Evans-Rutford Region, southern Antarctic Peninsula.

Knowledge of the subglacial bedrock topography of the Antarctic ice sheet is important for understanding modern and past ice flow as well as the present basal conditions. Inferring landscape evolution from the subglacial geomorphology can also provide insight into ice sheet interactions with other processes such as tectonics. This thesis utilises newly released radio-echo sounding data from the British Antarctic Survey GRADES-IMAGE radar survey to geomorphologically interpret the bed topography in the Evans-Rutford Region of Antarctica. The GRADES-IMAGE survey is a legacy radar survey that has not yet been examined in detail in terms of subglacial bed topography. In the work presented here, a new high-resolution Digital Elevation Model of the region has been generated, and the resulting subglacial landscape was mapped to delineate distinct geomorphological features. Hypsometric (area-elevation) analysis was carried out to characterise the landscape morphology, and a flexural isostatic rebounding model was applied in order to help consider the age and evolution of the pre-glacial landscape. The main finding from analysis of the subglacial features is the identification of ten flat plateau surfaces distributed throughout the study region. These plateaux sit under cold-based ice between deep incised glacial troughs, some of which have potential tectonic controls. Two populations of plateaux have been identified as potentially coherent pre-glacial surfaces. Three hypotheses are presented for the evolution of the regional landscape: passive margin evolution associated with the breakup of the Gondwana supercontinent, or an extensive planation surface that may have been uplifted either in association with the West Antarctic Rift System, or cessation of subduction at the base of the Antarctic Peninsula. Regardless of the process of formation, glacial erosion of the surrounding troughs likely coincided with the inception of the West Antarctic Ice Sheet, with the ice flow and erosion patterns topographically controlled by the regional tectonics

Chatbots — an organisation’s friend or foe?

In recent years, the use of artificial intelligence has increased tremendously and the hospitality industry has not gone unaffected. Nowadays, chatbots, which simulate human conversations, are almost indispensable in the customer service branch of hospitality. Where organisations started rapidly with the introduction of this new technology, they are now raising the question of whether or not this technological evolution is a good development for this industry. On the one hand, chatbots improve and accelerate customer service, saving time and labour costs. On the other hand, there are privacy and security concerns, lack of personality and lack of research resulting in errors and financial expenses. Presently, chatbots are seen as a technology to support human service, but due to rapid development this situation is open to change.Keywords: artificial intelligence (AI), chatbots, hospitality industry, human resource management (HRM

District Support of Teachers, Leaders, and Schools: An Evaluation of a Service Culture Program in an Urban, Midwestern School District

Some scholars believe district offices are primarily a compliance-driven, bureaucratic hindrance to transformational change. Other scholars believe that districts can play a key role in school and student success, but exactly what this role looks like remains very much in question. Particularly in large, urban districts, the focus seems to be more on policy and procedure than achieving interconnectivity among and connection with each one of its schools, its staff, and students. The business sector, on the other hand, has long recognized that knowing and satisfying customer/client needs is a key component of success. To improve teacher perceptions, some districts have begun to initiate service culture programs. Although research exploring the business sector finds that service culture enhanced the quality of service to customers, there is limited research on the effects of service culture in the education sector. Many principals and teachers in a focal urban, Midwestern district, report a disconnect between school sites and district office personnel resulting in a perception among school site staff that district personnel do not care. The purpose of this study is to evaluate the design, success measures, and preliminary outcomes related to the implementation of a service culture program in this school district. The primary research question asks, “Did perceptions of service culture among staff change after the implementation of the district’s service culture initiative?” The service culture evaluation design was quantitative. Surveys and sign-in logs were used to measure change in service culture, trust, quality of service, and volunteer participation over time, and were measured prior to the intervention and after the intervention had been in operation for over a year. The researcher found that service culture and trust both declined over the study period, with trust declining more sharply. However, perceptions of service quality and volunteer participation, two other important intervention outcomes, grew over the study period

Regression curves for vibration transmission across junctions of heavyweight walls and floors based on finite element methods and wave theory

Sound insulation prediction models in European and International standards use the vibration reduction index to calculate flanking transmission across junctions of walls and floors. These standards contain empirical relationships between the ratio of mass per unit areas for the walls/floors that form the junction and a frequency-independent vibration reduction index. Calculations using wave theory show that there is a stronger relationship between the ratio of characteristic moment impedances and the transmission loss from which the vibration reduction index can subsequently be calculated. In addition, the assumption of frequency-independent vibration reduction indices has been shown to be incorrect due to in-plane wave generation at the junction. Therefore numerical experiments with FEM, SFEM and wave theory have been used to develop new regression curves between these variables for the low-, mid- and high-frequency ranges. The junctions considered were L-, T- and X-junctions formed from heavyweight walls and floors. These new relationships have been implemented in the prediction models and they tend to improve the agreement between the measured and predicted airborne and impact sound insulation.Peer ReviewedPostprint (author's final draft

The 2nd United Kingdom Extracellular Vesicle Forum Meeting Abstracts

The UK Extracellular Vesicles (UKEV) Forum meetings were born of the realization that there were a number of UK laboratories studying extracellular vesicle biology and using similar techniques but without a regular national meeting dedicated to EVs at which to share their findings. This was compounded by the fact that many of these labs were working in different fields and thus networking and sharing of ideas and best practice was sometimes difficult. The first workshop was organized in 2013 by Dr Charlotte Lawson, under the auspices of the Society for Endocrinology, led to the founding of the UKEV Forum and the organization of a British Heart Foundation sponsored 1-day conference held in London in December 2014. Although growing in size every year, the central aims of these workshops have remained the same: to provide a forum for discussion and exchange of ideas, to allow young scientists to present their data in the form of short talks and poster presentations and to discuss their work with more established scientists in the field. Here we include the presented abstracts for the 2015 1-day conference hosted by Cardiff University. This meeting was attended by approximately 130 delegates throughout the United Kingdom, but also attended by delegates from Belgium, Netherlands, France, Ireland and other nations. The day composed of plenary presentations from Prof Matthias Belting, Lund University, Sweden and Dr Guillaume van Niel, Institut Curie, Paris together with 10 short presentations from submitted abstracts. The topics covered were broad, with sessions on Mechanisms of EV production, EVs in Infection, EVs in Cancer and in Blood and Characterizing EVs in Biological fluids. This hopefully gives a reflection of the range of EV-related studies being conducted currently in the UK. There were also 33 poster presentations equally broad in subject matter. The organizers are grateful to the Life Science Research Network Wales – a Welsh government-funding scheme that part-sponsored the conference. We are also grateful to commercial sponsors, and 3 paid-presentations are included in the abstracts. The UK EV Forum is expected to become an established annual event held at different Universities across the UK and continue to attract increasing delegate numbers and abstract submissions. We look forward to the next planned conference, which will be hosted by David Carter and his colleagues at Oxford Brookes University on 13th December 2016

Brexit and UK Environmental Policy and Politics

In 2016 the United Kingdom (UK) voted in a referendum to leave the European Union (EU). Whilst the environment did not feature significantly in the referendum campaign it has emerged as a major focus for the UK Government as it prepares for Brexit. Since the UK joined the EU in 1973, its approach to environmental policy-making has been profoundly shaped by processes of Europeanisation. Consequently, disentangling the UK from the environmental acquis communautaire will be a huge undertaking. Whilst the Government has committed to the pursuit of a ‘Green Brexit’ there are on-going concerns that Brexit will lead to weaker environmental ambition and governance. It may also produce policy divergence across the UK as the environmental sector is devolved and has become a site of constitutional conflict over the powers of the devolved nations of Scotland, Wales and Northern Ireland. A once stable policy area characterised by a broad cross-party and cross-national consensus therefore is, post-Brexit, increasingly likely to become a focus for constitutional and party political conflict and competition

What does Brexit mean for the UK’s Climate Change Act?

This article examines the potential implications of the United Kingdom’s exit from the European Union (so-called ‘Brexit’) for the success and survival of the country’s flagship climate policy, the Climate Change Act 2008. The impact of a ‘soft’ and a ‘hard’ Brexit for the main features of the Climate Change Act are assessed, building on documentary evidence and elite interviews with key policy-makers and policy-shapers. The article argues that the long-term viability of the Climate Change Act was being threatened even before the EU referendum, and that Brexit will do little to improve this situation. Even though the existence of the Climate Change Act is not under immediate threat, a range of issues presented by Brexit risk undermining its successful implementation

Chronic pulmonary aspergillosis – a guide for the general physician

This collaborative article presents a review of chronic pulmonary aspergillosis (CPA) from the perspective of a multidisciplinary team comprising of respiratory physicians, radiologists, mycologists, dietitians, pharmacists, physiotherapists and palliative care specialists. The review synthesises current knowledge on CPA, emphasising the intricate interplay between clinical, radiological, and microbiological aspects. We highlight the importance of assessing each patient as multidisciplinary team to ensure personalised treatment strategies and a holistic approach to patient care.</p

Workplace bullying: measurements and metrics to use in the NHS. Final Report for NHS Employers.

The aim of this report is to identify how workplace bullying can be tracked over time, to indicate what measures and metrics can be used to identify change, and to provide comparators for other sectors in the UK and internationally. Bullying can encompass a range of different behaviours. Deciding on a definition of workplace bullying can clarify what is regarded as bullying, but it may also narrow the focus and exclude relevant issues of concern. For example, bullying definitions typically state that negative behaviours should be experienced persistently over a period of time. The threshold for behaviours to be defined as ‘bullying’ could be set to include one or two negative acts per month over the previous six months; or more stringently to include only behaviours that occur at least weekly over the previous twelve months. Choosing an appropriate threshold for frequency and duration of behaviours raises several questions: should occasional negative behaviours be regarded as bullying? Would one or two serious episodes of negative behaviour be regarded as bullying? Some researchers use the criteria of weekly negative behaviours over six months to identify bullying, but others argue that occasional exposure to negative acts can act as a significant stressor at work (Zapf et al., 2011). We have identified a range of tools and metrics that can be used to track change over time. However, there are a number of important issues to consider when measuring bullying which may affect the interpretation of the results. In particular, bullying prevalence rates vary considerably depending on the type of metric and definition of bullying used. For example, one international review found prevalence rates ranging from less than 1% for weekly bullying in the last six months up to 87% for occasional bullying over a whole career (Zapf et al., 2011). There are three main types of direct measures of bullying: self-labelling without a definition, self-labelling with a definition, and the behavioural experience method. Self-labelling metrics typically ask a respondent to identify themselves as a target of bullying (e.g., “Have you been bullied at work?” with a yes/no response, or “How often have you been bullied at work?” with a frequency scale such as never/occasionally/monthly/weekly/daily). This approach is quick and easy to administer, but is more subjective as responses will be based on the respondent’s interpretation of bullying. This approach can be improved with the provision of a definition of bullying, and a request to use the definition when responding. However, following pilot work, Fevre et al. (2011) argued that respondents tended not to read and digest bullying definitions as they had already decided what bullying meant to them. The behavioural experience method offers a more objective approach, but is typically longer and more time consuming. This method involves respondents rating the frequency with which they have experienced different negative behaviours (e.g., “How often has someone humiliated or belittled you in front of others?” with a frequency scale such as never/now and then/monthly/weekly/daily). These behavioural inventories may not mention bullying, but capture the prevalence of specific negative acts, and a total score may be calculated. The threshold for the frequency and number of negative acts, or a total score, required for an experience to be regarded as bullying can be chosen by the researcher. Although this enhances the objectivity of the measure, it may be that the respondent themselves may not regard their experience as bullying. In a meta-analysis of bullying studies conducted across 24 countries, Nielsen et al. (2010) found an overall prevalence rate of 18.1% for self-labelling with no definition, 11.3% for self-labelling with a definition, and 14.8% using a behavioural experience checklist. For best practice, it is recommended that both the self-labelling with a definition and the behavioural experience method are used in bullying research (Zapf et al., 2011). It is also important to be specific about the type of bullying being measured. In particular, if the measure is designed to capture bullying at work between co-workers this should be explicitly stated, so that bullying from patients and their relatives is excluded. Interpretation of the results may also be somewhat complex. Although increases in bullying prevalence should undoubtedly be addressed, we need to be mindful that an increase in reported bullying may reflect a change in culture: changing expectations of the behaviour of colleagues and managers, or a move towards greater openness and willingness to address concerns that were previously ignored or condoned. A measure of employees’ trust in the organisation to respond appropriately to such allegations may act as a positive indicator. The perceived and actual anonymity of responses is a critical factor. Employees are understandably wary about providing sensitive information on bullying and have voiced concerns regarding being identified and the potential repercussions of reporting bullying (Carter et al., 2013). There is a considerable discrepancy between the prevalence of bullying as captured in anonymous questionnaires and direct reports of bullying made to the organisation (e.g., to managers or HR; Scott, Blanshard & Child, 2008). Protecting the anonymity of respondents, and ensuring that individuals cannot be identified, will be important factors in the administration of a bullying measure. Some metrics are already routinely collected by the NHS, and if examined closely could provide useful indicators of change. Direct indicators include complaints about bullying and responses to ongoing NHS staff surveys. Indirect metrics can be used to capture factors that are associated with bullying, such as psychological wellbeing (including stress, anxiety and depression), sickness rates, job satisfaction and organisational commitment. However, factors other than bullying will affect these measures. The prevalence of witnessed bullying could also be considered as an important metric. A large proportion of NHS staff report that they have witnessed bullying between staff, and this is associated with negative outcomes for individuals and teams (Carter et al., 2013). Comparing the NHS prevalence rates with other sectors in the UK and internationally is complex. Ideally comparators would have used the same definition, measurement method and reporting period, but the definitions and metrics often differ. Total populations are the ideal, but are rarely provided. Single site studies are less generalisable than multi-site studies, and total samples are preferred over open invitations to unknown populations which may be more likely to attract responses from those who have experienced bullying. This report begins with several definitions of bullying, describes direct and indirect measures of bullying, and compares the prevalence of bullying in the NHS to other sectors in the UK, and to the healthcare sector internationally