A multiclass Q-NLP sentiment analysis experiment using DisCoCat

Sentiment analysis is a branch of Natural Language Processing (NLP) which goal is to assign sentiments or emotions to particular sentences or words. Performing this task is particularly useful for companies wishing to take into account customer feedback through chatbots or verbatim. This has been done extensively in the literature using various approaches, ranging from simple models to deep transformer neural networks. In this paper, we will tackle sentiment analysis in the Noisy Intermediate Scale Computing (NISQ) era, using the DisCoCat model of language. We will first present the basics of quantum computing and the DisCoCat model. This will enable us to define a general framework to perform NLP tasks on a quantum computer. We will then extend the two-class classification that was performed by Lorenz et al. (2021) to a four-class sentiment analysis experiment on a much larger dataset, showing the scalability of such a framework

SiC coatings grown by liquid injection chemical vapor deposition using single source metal-organic precursors

SiC coatings have been grown by direct liquid injection of organosilanes in a hot-wall chemical vapor deposition reactor (DLICVD). 1,3-disilabutane (DSB) and polysilaethylene (PSE) were used as single-source precursors. Amorphous and stoichiometric SiC coatings were deposited under low pressure on various substrates in the temperature range of 923–1073 K. Thickness gradients due to the temperature profiles and the precursor depletion were observed along the reactor axis but the thickness uniformity could be improved as a function of the deposition conditions. Growth rates as high as 90 μm·h−1 were obtained using pure precursors. The injection of PSE solutions in toluene significantly reduces the deposition rate due to the decrease of the PSE mole fraction but allows a better control of the growth rates and the microstructure of coatings. They exhibit a smooth surface morphology and a very dense structure. The films grown using pure precursors exhibit an Si:C atomic ratio equal to 1:1 while those using toluene solutions are slightly C-rich (54 at.% C). The presence of solvent vapor in the CVD reactor becomes a source of carbon contamination at deposition temperatures equal to or higher than 1073 K. The influence of the growth conditions is discussed, in particular the presence of toluene vapor

Degeneration and Reorganization of Vestibular Epithelia after Local Aminoglycoside Application in the Mammalian Inner Ear

The development of degeneration of vestibular end organs and their possible reorganization have been observed over a 2 year period after local application of sisomicin in the inner ear using scanning electron microscopy (SEM). Degeneration of stereocilia took place as early as 5 days after the treatment in the utricule, the saccule and the cristae. At 10 days, almost the entire surface of these sensory epithelia presented a smooth aspect without specific structure. However, after 15 days, an epithelial reorganization developed with clear limits between cells. At 25 days, systematic kinociliary structures were observed at the apical surface of the cells. Five months after the treatment, the new kinocilium was still present and sometimes stereociliary-like structures appeared in the three types of vestibular organs. Two years after treatment, the kinocilium persisted and the embryonic-like ciliary tufts had disappeared. These SEM observations suggest that in mammals some vestibular epithelial regeneration is possible but stops at a stage which could correspond to an early developmental level

Le coaching et l’entretien annuel

Nous analysons dans cet article la mise en visibilité des individus à travers la communication à l’œuvre dans les dispositifs RH du coachinget de l’entretien annuel d’évaluation, qui participent au dévoilement des savoir être du salarié. C’est une forme de visibilité en « blanc et noir », s’inscrivant dans un temps long qui distingue la communication à l’œuvre dans ces pratiques managériales, par rapport aux temporalités de la communication numérique. Les effets de cette mise en visibilité sont paradoxaux, posant les questions de l’efficacité de ces démarches mais aussi d’un processus de reconnaissance pour l’individu se réalisant au prix d’un certain assujettissement.In this paper we are suggesting to analyse the application visibility of individuals through communication at work in the RH mechanisms coaching et annual evaluation meeting taking part at the unveiling of the employee be. This is a form of visibility « white and black» fitting in a long while that sets apart communication at work in these managering experiences in relation to the temporalities of digital communication. The effects of this putting in visibility are paradoxical, leading us to question not only the effectiveness of these approaches but also the recognition process for the individual fulfilling himself at the cost of a certain subjection

Une approche communicationnelle du coaching

Le coaching peut être appréhendé comme un dispositif destiné aux cadres qui ont la responsabilité de conduire le changement au sein d’entreprises développant des stratégies de transformation organisa-tionnelle. L’approche communicationnelle choisie interroge à la fois sa finalité dans le cadre des transformations d’entreprise requises dans un capitalisme financier et globalisé, son organisation et ses méthodes puisque ce dispositif, utilisant essentiellement des techniques de communication, d..

Ethique et déontologie dans le processus de professionnalisation des coachs

Dans cet article, nous analysons le rôle de l’éthique et de la déontologie dans le coaching, sa contribution à la professionnalisation des coachs et des managers. Le coaching est considéré comme un dispositif communicationnel destiné à transformer les managers en communicants pour de meilleures performances économiques.  Les codes de déontologie développés par les associations de coachs sont destinés à promouvoir et à légitimer la profession. A partir des concepts de Ricœur, on peut montrer l’existence d’une éthique de soi dans le coaching, qui, par ses valeurs morales, légitimerait l’action sur la psyché dans le cadre d’une relation de confiance, qui vise à imputer à l’individu la responsabilité de ses actes ; le coach se doit d’intégrer un idéal du Moi, auquel s’identifie le manager coaché. Cette éthique de soi ne se traduit pas toujours par un pouvoir d’agir, les initiatives des managers se retrouvant prises dans des injonctions paradoxales. Le coaching transmettrait bien aux managers un pouvoir de communication, qui consisterait à euphémiser le pouvoir de décision économique du sommet, rendant parfois les coachs et les salariés « responsables » de choix imposés. L’éthique du coaching dépend donc de la sagesse pratique des coachs, issue des convictions et de l’expérience personnelle. In this article, we are offering an analysis of the role of ethics and deontology inside coaching and its contribution to coaches and managers guidance. Coaching is seen as a communicational program, intended to transform managers into communicators, for best economical performances. Deontological codes of coaches’ associations are meant to promote their profession and have it recognized. Based on Ricoeur’s concepts, we can show the existence of a moral code of ethic in the coaching process, which through its moral values, would justify a work on the psyche within the framework of a trust relationship, which aims at giving responsibilities to the individual; the coach must integrate an « ideal of myself », to which the coached manager identifies. This self ethic isn’t always expressed by an empowerment, as the managers’ initiatives are being caught in paradoxical orders. Coaching then would pass on to the managers a power of communication, which would consist in euphemizing the economical power of top, so that the coaches and the employees feel being « responsible » of the choices imposed upon them. Ethical coaching depends, on coaches’ « practical wisdom », issued from convictions and personal experience

Le coaching et l’entretien annuel

Nous analysons dans cet article la mise en visibilité des individus à travers la communication à l’œuvre dans les dispositifs RH du coachinget de l’entretien annuel d’évaluation, qui participent au dévoilement des savoir être du salarié. C’est une forme de visibilité en « blanc et noir », s’inscrivant dans un temps long qui distingue la communication à l’œuvre dans ces pratiques managériales, par rapport aux temporalités de la communication numérique. Les effets de cette mise en visibilité sont paradoxaux, posant les questions de l’efficacité de ces démarches mais aussi d’un processus de reconnaissance pour l’individu se réalisant au prix d’un certain assujettissement.In this paper we are suggesting to analyse the application visibility of individuals through communication at work in the RH mechanisms coaching et annual evaluation meeting taking part at the unveiling of the employee be. This is a form of visibility « white and black» fitting in a long while that sets apart communication at work in these managering experiences in relation to the temporalities of digital communication. The effects of this putting in visibility are paradoxical, leading us to question not only the effectiveness of these approaches but also the recognition process for the individual fulfilling himself at the cost of a certain subjection