A Survey of Languages for Specifying Dynamics: A Knowledge Engineering Perspective

A number of formal specification languages for knowledge-based systems has been developed. Characteristics for knowledge-based systems are a complex knowledge base and an inference engine which uses this knowledge to solve a given problem. Specification languages for knowledge-based systems have to cover both aspects. They have to provide the means to specify a complex and large amount of knowledge and they have to provide the means to specify the dynamic reasoning behavior of a knowledge-based system. We focus on the second aspect. For this purpose, we survey existing approaches for specifying dynamic behavior in related areas of research. In fact, we have taken approaches for the specification of information systems (Language for Conceptual Modeling and TROLL), approaches for the specification of database updates and logic programming (Transaction Logic and Dynamic Database Logic) and the generic specification framework of abstract state machine

Information Extraction, Data Integration, and Uncertain Data Management: The State of The Art

Information Extraction, data Integration, and uncertain data management are different areas of research that got vast focus in the last two decades. Many researches tackled those areas of research individually. However, information extraction systems should have integrated with data integration methods to make use of the extracted information. Handling uncertainty in extraction and integration process is an important issue to enhance the quality of the data in such integrated systems. This article presents the state of the art of the mentioned areas of research and shows the common grounds and how to integrate information extraction and data integration under uncertainty management cover

Dynamic deployment of context-aware access control policies for constrained security devices

Securing the access to a server, guaranteeing a certain level of protection over an encrypted communication channel, executing particular counter measures when attacks are detected are examples of security requirements. Such requirements are identi ed based on organizational purposes and expectations in terms of resource access and availability and also on system vulnerabilities and threats. All these requirements belong to the so-called security policy. Deploying the policy means enforcing, i.e., con guring, those security components and mechanisms so that the system behavior be nally the one speci ed by the policy. The deployment issue becomes more di cult as the growing organizational requirements and expectations generally leave behind the integration of new security functionalities in the information system: the information system will not always embed the necessary security functionalities for the proper deployment of contextual security requirements. To overcome this issue, our solution is based on a central entity approach which takes in charge unmanaged contextual requirements and dynamically redeploys the policy when context changes are detected by this central entity. We also present an improvement over the OrBAC (Organization-Based Access Control) model. Up to now, a controller based on a contextual OrBAC policy is passive, in the sense that it assumes policy evaluation triggered by access requests. Therefore, it does not allow reasoning about policy state evolution when actions occur. The modi cations introduced by our work overcome this limitation and provide a proactive version of the model by integrating concepts from action speci cation languages

Comparison of RDBMS, OODBMS and ORDBMS

The presentation of the similarities and differences between relational modeling of data and the object oriented modeling of data is of great importance both for data base designers and for users. By being well acquainted with the relational model and by noting the similarities and differences between the two approaches to data modeling, designers will be able to turn into account and to make use of the already acquired experience as an important basis for understanding and learning the methodology of designing object oriented databases. At the time if designers know the similarities and differences between these two approaches they have the possibility to convert a relational model into an object oriented model and inverselyRDBMS, OODBMS and ORDBMS comparatively

Substructure Discovery Using Minimum Description Length and Background Knowledge

The ability to identify interesting and repetitive substructures is an essential component to discovering knowledge in structural data. We describe a new version of our SUBDUE substructure discovery system based on the minimum description length principle. The SUBDUE system discovers substructures that compress the original data and represent structural concepts in the data. By replacing previously-discovered substructures in the data, multiple passes of SUBDUE produce a hierarchical description of the structural regularities in the data. SUBDUE uses a computationally-bounded inexact graph match that identifies similar, but not identical, instances of a substructure and finds an approximate measure of closeness of two substructures when under computational constraints. In addition to the minimum description length principle, other background knowledge can be used by SUBDUE to guide the search towards more appropriate substructures. Experiments in a variety of domains demonstrate SUBDUE's ability to find substructures capable of compressing the original data and to discover structural concepts important to the domain. Description of Online Appendix: This is a compressed tar file containing the SUBDUE discovery system, written in C. The program accepts as input databases represented in graph form, and will output discovered substructures with their corresponding value.Comment: See http://www.jair.org/ for an online appendix and other files accompanying this articl

Legal Challenges and Market Rewards to the Use and Acceptance of Remote Sensing and Digital Information as Evidence

Bakgrund I den nutida forskningen är det essentiellt att företag tar hänsyn till medarbetarnas motivation så att de gynnas av det arbetssätt som tillämpas. En arbetsmetod som blivit allt vanligare är konceptet Lean som ursprungligen kommer från den japanska bilindustrin. Lean har idag utvecklats till ett allmängiltigt koncept som tillämpas i flertalet branscher världen över. Trots att konceptet innebär flertalet positiva aspekter har det fått utstå stark kritik när det kommer till de mänskliga aspekterna och forskare har ställt sig frågan om Lean är "Mean". Kritiken härleds främst till medarbetares arbetsmiljö i form av stress och brist på variation, självbestämmande, hälsa och välmående. Få empiriska studier har däremot genomförts som undersöker konsekvenserna som Lean får på medarbetares upplevda motivation. Syfte Vårt syfte är att undersöka och öka förståelsen för medarbetares upplevelser av motivationen i företag som tillämpar Lean. Vidare har studien för avsikt att utreda om det föreligger en paradox mellan Lean och vad som motiverar medarbetare på en arbetsplats. Metod Studien har utgått från en kvalitativ metod via intervjuer. För att göra en djupare undersökning och analysera hur vårt fenomen, motivation, upplevs i en kontext med Lean tillämpade vi Små-N-studier. Vi har även haft en iterativ forskningsansats som förenat den deduktiva och induktiva ansatsen där studien pendlat mellan teorier och empiriska observationer fram tills det slutgiltiga resultatet. Slutsatser Utefter medarbetarnas upplevelser har vi identifierat att det inte föreligger någon paradox mellan Lean och motivation eftersom övervägande antal medarbetare upplevde att de är motiverade även om företaget tillämpar Lean. Dock har studien kunnat urskilja både stödjande och motverkande faktorer när det kommer till medarbetarnas upplevda arbetsförhållanden som i sin tur inverkar på motivationen. De motverkande faktorerna menar vi främst beror på att arbetsförhållandena i somliga fall innehåller höga prestationskrav, målstyrning samt standardiseringar. Vidare upplevs motivationen överlag som mer positiv när företagen använder en mjukare form av Lean där samtliga medlemmars intressen beaktas.Background In modern research, it is essential that companies consider employees’ motivation so that they benefit from the applied practices. A working method that has become increasingly common is the concept Lean, which has its origin in the Japanese automotive industry. Today, Lean has evolved into a universal concept that is applied in many industries worldwide. Although the concept involves numerous positive aspects it has endured strong criticism when it comes to the human aspects and researchers have raised the question if Lean is "Mean". Criticism is derived primarily to employees’ working conditions in terms of stress and lack, variation, autonomy, health and wellbeing. However, few empirical studies have been carried out that examines the impact that Lean has on employees’ experienced motivation. Aim The aim is to increase the understanding of employees’ experienced motivation in companies that practice Lean. Further on the study has the intention to investigate if there is a paradox between Lean and what motivates employees on work. Methodology The study has been conducted through a qualitative method by interviews and to be able to do a deeper examination and analyze how our phenomenon, motivation, is experienced in a Lean context we applied small-N-studies. Our strategy has been iterative, combining both a deductive and inductive approach, where the study has varied between theories and empirical observations until the final result. Conclusions We have identified that there is no paradox between Lean and motivation since the majority of employees’ experienced that they are motivated even though the company practice Lean. Nevertheless the study shows that there are both supportive and counteractive factors when it comes to the employees’ experienced working conditions. The counteractive factors consists foremost of high performance standards, goal steering and standardizations, and have in some cases a negative influence on the working conditions. Furthermore the experienced motivation is more positive overall when the companies use a softer form of Lean where all the members’ interests are taken into account