A Transformational Approach to Resource Analysis with Typed-Norms

In order to automatically infer the resource consumption of programs, analyzers track how data sizes change along a program s execution. Typically, analyzers measure the sizes of data by applying norms which are mappings from data to natural numbers that represent the sizes of the corresponding data. When norms are defined by taking type information into account, they are named typed-norms. The main contribution of this paper is a transformational approach to resource analysis with typed-norms. The analysis is based on a transformation of the program into an intermediate abstract program in which each variable is abstracted with respect to all considered norms which are valid for its type. We also sketch a simple analysis that can be used to automatically infer the required, useful, typed-norms from programs.This work was funded partially by the EU project FP7-ICT-610582 ENVISAGE: Engineering Virtualized Services (http://www.envisage-project.eu) and by the Spanish projects TIN2008-05624 and TIN2012-38137. Raúl Gutiérrez is also partially supported by a Juan de la Cierva Fellowship from the Spanish MINECO, ref. JCI-2012-13528.Albert Albiol, EM.; Genaim, S.; Gutiérrez Gil, R. (2014). A Transformational Approach to Resource Analysis with Typed-Norms. Lecture Notes in Computer Science. 8901:38-53. https://doi.org/10.1007/978-3-319-14125-1_3S38538901Albert, E., Arenas, P., Genaim, S., Gómez-Zamalloa, M., Puebla, G.: Cost Analysis of Concurrent OO Programs. In: Yang, H. (ed.) APLAS 2011. LNCS, vol. 7078, pp. 238–254. Springer, Heidelberg (2011)Albert, E., Arenas, P., Genaim, S., Puebla, G., Zanardini, D.: Cost Analysis of Java Bytecode. In: De Nicola, R. (ed.) ESOP 2007. LNCS, vol. 4421, pp. 157–172. Springer, Heidelberg (2007)Albert, E., Arenas, P., Genaim, S., Puebla, G., Zanardini, D.: Removing Useless Variables in Cost Analysis of Java Bytecode. In: Proc. of SAC 2008, pp. 368–375. ACM (2008)Alonso, D., Arenas, P., Genaim, S.: Handling Non-linear Operations in the Value Analysis of COSTA. In: Proc. of BYTECODE 2011. ENTCS, vol. 279, pp. 3–17. Elsevier (2011)Bossi, A., Cocco, N., Fabris, M.: Proving Termination of Logic Programs by Exploiting Term Properties. In: Proc. of TAPSOFT 1991. LNCS, vol. 494, pp. 153–180. Springer (1991)Bruynooghe, M., Codish, M., Gallagher, J., Genaim, S., Vanhoof, W.: Termination Analysis of Logic Programs through Combination of Type-Based norms. TOPLAS 29(2), Art. 10 (2007)Claessen, K., Hughes, J.: QuickCheck: A Lightweight Tool for Random Testing of Haskell Programs. In: Proc. of ICFP 2000, pp. 268–279. ACM (2000)Fähndrich, M.: Static Verification for Code Contracts. In: Cousot, R., Martel, M. (eds.) SAS 2010. LNCS, vol. 6337, pp. 2–5. Springer, Heidelberg (2010)Genaim, S., Codish, M., Gallagher, J.P., Lagoon, V.: Combining Norms to Prove Termination. In: Cortesi, A. (ed.) VMCAI 2002. LNCS, vol. 2294, pp. 123–138. Springer, Heidelberg (2002)Johnsen, E.B., Hähnle, R., Schäfer, J., Schlatte, R., Steffen, M.: ABS: A Core Language for Abstract Behavioral Specification. In: Aichernig, B.K., de Boer, F.S., Bonsangue, M.M. (eds.) Formal Methods for Components and Objects. LNCS, vol. 6957, pp. 142–164. Springer, Heidelberg (2011)King, A., Shen, K., Benoy, F.: Lower-bound Time-complexity Analysis of Logic Programs. In: Proc. of ILPS 1997, pp. 261–275. MIT Press (1997)Serrano, A., Lopez-Garcia, P., Bueno, F., Hermenegildo, M.: Sized Type Analysis for Logic Programs. In: Tech. Comms. of ICLP 2013. Cambridge U. Press (2013) (to appear)Spoto, F., Mesnard, F., Payet, É.: A Termination Analyser for Java Bytecode based on Path-Length. TOPLAS 32(3), Art. 8 (2010)Vallée-Rai, R., Hendren, L., Sundaresan, V., Lam, P., Gagnon, E., Co, P.: Soot - a Java Optimization Framework. In: Proc. of CASCON 1999. pp. 125–135. IBM (1999)Vasconcelos, P.: Space Cost Analysis using Sized Types. Ph.D. thesis, School of CS, University of St. Andrews (2008)Vasconcelos, P.B., Hammond, K.: Inferring Cost Equations for Recursive, Polymorphic and Higher-Order Functional Programs. In: Trinder, P., Michaelson, G.J., Peña, R. (eds.) IFL 2003. LNCS, vol. 3145, pp. 86–101. Springer, Heidelberg (2004)Wegbreit, B.: Mechanical Program Analysis. Commun. ACM 18(9), 528–539 (1975

A cross-cultural study into peer evaluations of women\u27s leadership effectiveness

Purpose: The present paper is based on a cross-cultural exploration of middle managers in two diverse cultures and aims to focus on how the leadership styles of managerial women are perceived and evaluated. In particular, female and male peer evaluations of leadership effectiveness in Malaysia and Australia are to be explored.Design/methodology/approach: Surveys from 324 middle managers from Malaysia and Australia were quantitatively analysed. The sample for the study was drawn from organisations in four industry types in both countries.Findings:&nbsp; Findings suggest that evaluations of female managers\u27 leadership styles in general, and within the respondent\u27s own organisations, were strongly culture specific, especially in Malaysia. The results reflected the strongly held values, attitudes and beliefs of each country. While this is not unexpected, it does highlight a need to be cautious when interpreting Western research results and attempting to transplant those into other cultures. In Malaysia, female managers were not seen as effective in the leadership styles they adopted in their roles when compared to the Australian female managers\u27 evaluations. Such an evaluation may have had little to do with an objective appraisal of the female managers\u27 capability, but rather with a strongly held cultural belief about the appropriate role of women in society, and in organisations in particular.Research limitations/implications:&nbsp; It is suggested that national culture manifests itself in the values, attitudes and behaviours of people. Cultural influences are therefore likely to impact on the way women and men behave in the workplace, particularly when roles of authority and power are evident, and the way in which that behaviour will be evaluated by others. Further research using different samples in different cultures are recommended. In addition, the influence of ethnicity, race or religion in plural countries such as Malaysia and Australia is also worthy of investigation.Practical implications:&nbsp; This research suggests that values and attitudes are strongly culture-specific and therefore have the ability to influence evaluations at an organisational level. Such an awareness of cultural influences should guide appropriate human resource practices, particularly within a globalized environment.Originality/value:&nbsp; The inclusion of a gender comparison in the data analysis in this paper is a significant attempt to add to the extant knowledge of the cross-cultural research. This is a unique contribution because of the omission of a gender perspective in the previous two seminal studies in culture literature (i.e. Hofstede and House et al.). In addition, the findings suggest that culture-specific influences are important determinants that impose expectations on the role of women differently from men in society and within organisations hence, making the gender comparison of the findings more significant. <br /

Be an advocate for others, unless you are a man: backlash against gender-atypical male job candidates

Previous research shows that gender vanguards (individuals who demonstrate genderatypical skills and behavior) suffer backlash in the form of social and economic penalties (Rudman & Phelan, 2008). This study examined backlash against female and male job applicants who were either gender-atypical or typical. Professionals (N = 149) evaluated female or male managerial applicants for internal promotion described in their performance review as showing either self-advocacy or advocacy on behalf of their team. Atypical, other-advocating men were judged to be low on agency and competence and penalized with job dismissal. Serial mediation analysis demonstrated that, compared with other-advocating women, other-advocating men were perceived to lack agency, which contributed to a perceived loss of competence that ultimately led to greater penalties. The implications of these findings for contemporary leadership theories and men’s and women’s professional success in the workplace are discussed

Be an Advocate for Others, Unless You Are a Man: Backlash Against Gender-Atypical Male Job Candidates

Previous research shows that gender vanguards (individuals who demonstrate gender-atypical skills and behavior) suffer backlash in the form of social and economic penalties (Rudman & Phelan, 2008). This study examined backlash against female and male job applicants who were either gender-atypical or typical. Professionals (N = 149) evaluated female or male managerial applicants for internal promotion described in their performance review as showing either self-advocacy or advocacy on behalf of their team. Atypical, other-advocating men were judged to be low on agency and competence and penalized with job dismissal. Serial mediation analysis demonstrated that, compared with other-advocating women, other-advocating men were perceived to lack agency, which contributed to a perceived loss of competence that ultimately led to greater penalties. The implications of these findings for contemporary leadership theories and men’s and women’s professional success in the workplace are discussed

Be an Advocate for Others, Unless You Are a Man: Backlash Against Gender-Atypical Male Job Candidates

Previous research shows that gender vanguards (individuals who demonstrate gender-atypical skills and behavior) suffer backlash in the form of social and economic penalties (Rudman & Phelan, 2008). This study examined backlash against female and male job applicants who were either gender-atypical or typical. Professionals (N = 149) evaluated female or male managerial applicants for internal promotion described in their performance review as showing either self-advocacy or advocacy on behalf of their team. Atypical, other-advocating men were judged to be low on agency and competence and penalized with job dismissal. Serial mediation analysis demonstrated that, compared with other-advocating women, other-advocating men were perceived to lack agency, which contributed to a perceived loss of competence that ultimately led to greater penalties. The implications of these findings for contemporary leadership theories and men’s and women’s professional success in the workplace are discussed

A gender perspective on entrepreneurial leadership:female leaders in Kazakhstan

The paper proposes a conceptual model to understand female entrepreneurial leadership through an exploration of the perceptions and experiences of women entrepreneurs within their leadership roles. The paper addresses an existing knowledge gap on entrepreneurial leadership by bringing together three key constructs of gender, leadership and entrepreneurship. We apply Stewart's model of role demands-constraints-choices (DCC) to women entrepreneurs in Kazakhstan in order to understand their perceptions of the demands, constraints and choices they experience within their leadership roles. The results of in-depth interviews with women entrepreneurs present deeper conceptualization of their leadership enactment as a co-developing, co-constructed relational activity between leaders and others in their wider business environments and context

Culturally-linked leadership styles

Purpose &ndash; This paper seeks to examine whether cultural context facilitates the emergence of different leadership styles. The key objective of the paper is to consider whether leadership styles areculturally-linked and/or culturally-biased.Design/methodology/approach &ndash; A multifactor leadership questionnaire was utilised to measure differences in leadership styles and to offer explanations as to why the &ldquo;one size fits all&rdquo; view is not appropriate. Analysis of variance and t-tests were utilised to compare means for more than two managerial groups.Findings &ndash; The analysis found significant differences between leadership styles and cultural groups, hence, supporting the argument that culture and leadership interact in different ways in diversecontexts. Transactional leadership was found to be strongly aligned with the ratings of managers from Malaysia, and transformational leadership scales correlated with the Australian respondents&rsquo; meanratings.Practical implications &ndash; Variations in leadership styles are due to cultural influences because people have different beliefs and assumptions about characteristics that are deemed effective for leadership. Therefore, it is fundamental to know what leadership skills and knowledge are valued most by managers on a global level. This information is critical as it offers insight into developing competencies in different workplaces, especially as organisations expand their geographical boundaries into international markets.Originality/value &ndash; The findings of the study provide empirical understanding for culturally-linked leadership styles. The paper contributes to understanding the importance of workforce diversity and attention to other cultures and, thus, enhances our appreciation of today&rsquo;s &ldquo;global village&rdquo;.<br /

12th International Workshop on Termination (WST 2012) : WST 2012, February 19–23, 2012, Obergurgl, Austria / ed. by Georg Moser

This volume contains the proceedings of the 12th International Workshop on Termination (WST 2012), to be held February 19–23, 2012 in Obergurgl, Austria. The goal of the Workshop on Termination is to be a venue for presentation and discussion of all topics in and around termination. In this way, the workshop tries to bridge the gaps between different communities interested and active in research in and around termination. The 12th International Workshop on Termination in Obergurgl continues the successful workshops held in St. Andrews (1993), La Bresse (1995), Ede (1997), Dagstuhl (1999), Utrecht (2001), Valencia (2003), Aachen (2004), Seattle (2006), Paris (2007), Leipzig (2009), and Edinburgh (2010). The 12th International Workshop on Termination did welcome contributions on all aspects of termination and complexity analysis. Contributions from the imperative, constraint, functional, and logic programming communities, and papers investigating applications of complexity or termination (for example in program transformation or theorem proving) were particularly welcome. We did receive 18 submissions which all were accepted. Each paper was assigned two reviewers. In addition to these 18 contributed talks, WST 2012, hosts three invited talks by Alexander Krauss, Martin Hofmann, and Fausto Spoto

Generating citizen trust in e-government using a trust verification agent: A research note

Generating Citizen Trust in e-Government using a Trust Verification AgentThis is an eGISE network paper. It is motivated by a concern about the extent to which trust issues inhibit a citizen’s take-up of online public sector services or engagement with public decision and policy making. A citizen’s decision to use online systems is influenced by their willingness to trust the environment and agency involved. This project addresses one aspect of individual “trust” decisions by providing support for citizens trying to evaluate the implications of the security infrastructure provided by the agency. Based on studies of the way both groups (citizens and agencies) express their concerns and concepts in the security area, the project will develop a software tool – a trust verification agent (TVA) - that can take an agency’s security statements (or security audit) and infer how effectively this meets the security concerns of a particular citizen. This will enable citizens to state their concerns and obtain an evaluation of the agency’s provision in appropriate “citizen friendly” language. Further, by employing rule-based expert systems techniques the TVA will also be able to explain its evaluation.Engineering and Physical Sciences Research Council, UK (grant GR/T27020/01