Measuring the Lifetime of Trapped Sleptons Using the General Purpose LHC Detectors

In supergravity where the gravitino is the lightest supersymmetric particle (LSP), the next-to-lightest supersymmetric particle (NLSP) decays to the gravitino with a naturally long lifetime (10^4 - 10^8). However, cosmological constraints favour charged sleptons with lifetimes below a year as the natural NLSP candidate. For this scenario we report a method to accurately determine the slepton lifetime and SUSY cross-section from observation of the decays of sleptons trapped in the material comprising the main detector (ATLAS, CMS). A measurement of the lifetime to 5% is possible after 3 years at nominal luminosity and running conditions. This method is sensitive to the cosmologically preferred stau lifetime of ~37 days and does not require the use of ancillary trapping volumes

Alien Registration- Bailey, James R. (Bucksport, Hancock County)

https://digitalmaine.com/alien_docs/19323/thumbnail.jp

Organizations Don’t Resist Change, People Do: Modeling Individual Reactions to Organizational Change Through Loss and Terror Management

This article has three premises that stand in contrast to emphases found in contemporary organizational change research. First, examination of resistance must start with the individual. Organizations don’t resist change, people do. Second, people react not to the change per se, but to the loss it represents. Third, loss engenders a deeply rooted peril response that is largely emotional in nature. To support these premises, we apply Terror Management Theory to locate resistance in existential buffers: emotional defense mechanisms that prevent awareness of loss and allow participation in a larger meaningful system. We argue that the buffers threatened during organizational change are consistency, standards/justice, and culture. These in turn negatively impact the individual capabilities of sensemaking, competency, and identity. A theoretical model is erected that integrates buffers and capabilities with different levels, or types, of organizational change. Modeling multilayered affective, cognitive, and behavioral forces is necessary to unravel successful change initiatives

Method and system to synchronize acoustic therapy with ultrasound imaging

Interference in ultrasound imaging when used in connection with high intensity focused ultrasound (HIFU) is avoided by employing a synchronization signal to control the HIFU signal. Unless the timing of the HIFU transducer is controlled, its output will substantially overwhelm the signal produced by ultrasound imaging system and obscure the image it produces. The synchronization signal employed to control the HIFU transducer is obtained without requiring modification of the ultrasound imaging system. Signals corresponding to scattered ultrasound imaging waves are collected using either the HIFU transducer or a dedicated receiver. A synchronization processor manipulates the scattered ultrasound imaging signals to achieve the synchronization signal, which is then used to control the HIFU bursts so as to substantially reduce or eliminate HIFU interference in the ultrasound image. The synchronization processor can alternatively be implemented using a computing device or an application-specific circuit

Fostering Emotional and Social Intelligence in Organizations

This paper integrates diverse research to provide a theoretical model of the process whereby emotional and social intelligence (ESI) is fostered in organizations. The purpose of this paper is to provide: (1) an overview of the theory of ESI, including the historical contributions and current conceptualizations; (2) the impact of ESI on performance, including the research evidence and examples of organizations using ESI; (3) developing ESI competencies and a model for desirable, sustainable change; and (4) a call to action for education and management, including guidelines for fostering ESI in organizations. Unlike general intelligence or personality, the key assumption and rationale for the current paper is that ESI can be developed. Increasing ESI competences through the learning process can guide program design, implementation, and measurement for scholars and practitioners. Research has demonstrated that ESI competencies may be developed through a process of desirable, sustainable change called Intentional Change Theory (ICT)

Fostering Emotional and Social Intelligence in Organizations

This paper integrates diverse research to provide a theoretical model of the process whereby emotional and social intelligence (ESI) is fostered in organizations. The purpose of this paper is to provide: (1) an overview of the theory of ESI, including the historical contributions and current conceptualizations; (2) the impact of ESI on performance, including the research evidence and examples of organizations using ESI; (3) developing ESI competencies and a model for desirable, sustainable change; and (4) a call to action for education and management, including guidelines for fostering ESI in organizations. Unlike general intelligence or personality, the key assumption and rationale for the current paper is that ESI can be developed. Increasing ESI competences through the learning process can guide program design, implementation, and measurement for scholars and practitioners. Research has demonstrated that ESI competencies may be developed through a process of desirable, sustainable change called Intentional Change Theory (ICT)

Design and characterization of a research electrohydraulic lithotripter patterned after the Dornier HM3

An electrohydraulic lithotripter has been designed that mimics the behavior of the Dornier HM3 extracorporeal shock wave lithotripter. The key mechanical and electrical properties of a clinical HM3 were measured and a design implemented to replicate these parameters. Three research lithotripters have been constructed on this design and are being used in a multi-institutional, multidisciplinary research program to determine the physical mechanisms of stone fragmentation and tissue damage in shock wave lithotripsy. The acoustic fields of the three research lithotripters and of two clinical Dornier HM3 lithotripters were measured with a PVDF membrane hydrophone. The peak positive pressure, peak negative pressure, pulse duration, and shock rise time of the focal waveforms were compared. Peak positive pressures varied from 25 MPa at a voltage setting of 12 kV to 40 MPa at 24 kV. The magnitude of the peak negative pressure varied from -7 to -12 MPa over the same voltage range. The spatial variations of the peak positive pressure and peak negative pressure were also compared. The focal region, as defined by the full width half maximum of the peak positive pressure, was 60 mm long in the axial direction and 10 mm wide in the lateral direction. The performance of the research lithotripters was found to be consistent at clinical firing rates (up to 3 Hz). The results indicated that pressure fields in the research lithotripters are equivalent to those generated by a clinical HM3 lithotripter

An Examination of Georgia Young Farmer Program Participants’ Learning Style Preferences

This study was designed to describe Georgia Young Farmer Program participants’ learning style preferences. Using survey research methods, a questionnaire was designed to collect data related to the purpose of the study. The population for this study included active members in the program. Study findings showed that participants had a preference for kinesthetic learning over visual and auditory learning. While participants indicated a preference for kinesthetic learning, all three learning styles were deemed effective. Preferences for learning styles and perception of effectiveness did not differ by personal characteristics. Recommendations include taking learning style preferences into account when designing and delivering programming, training for teachers, and continuing to assess learners’ preferences