Littlest Inverse Seesaw Model

We propose a minimal predictive inverse seesaw model based on two right-handed neutrinos and two additional singlets, leading to the same low energy neutrino mass matrix as in the Littlest Seesaw (LS) (type I) model. In order to implement such a Littlest Inverse Seesaw (LIS) model, we have used an $S_{4}$ family symmetry, together with other various symmetries, flavons and driving fields. The resulting LIS model leads to an excellent fit to the low energy neutrino parameters, including the prediction of a normal neutrino mass ordering, exactly as in the usual LS model. However, unlike the LS model, the LIS model allows charged lepton flavour violating (CLFV) processes and lepton conversion in nuclei within reach of the forthcoming experiments.Comment: 17 pages, 9 figures. Published versio

Ultrahigh dielectric constant of thin films obtained by electrostatic force microscopy and artificial neural networks

Copyright 2012 American Institute of Physics. This article may be downloaded for personal use only. Any other use requires prior permission of the author and the American Institute of Physics.A detailed analysis of the electrostatic interaction between an electrostatic force microscope tip and a thin film is presented. By using artificial neural networks, an equivalent semiinfinite sample has been described as an excellent approximation to characterize the whole thin film sample. A useful analytical expression has been also developed. In the case of very small thin film thicknesses (around 1 nm), the electric response of the material differs even for very high dielectric constants. This effect can be very important for thin materials where the finite size effect can be described by an ultrahigh thin filmdielectric constant.This work was supported by TIN2010-196079. G.M.S. acknowledges support from the Spanish Ramón y Cajal Program

Guaranteed emergence of genuine entanglement in 3-qubit evolving systems

Multipartite entanglement has been shown to be of particular relevance for a better understanding and exploitation of the dynamics and flow of entanglement in multiparty systems. This calls for analysis aimed at identifying the appropriate processes that guarantee the emergence of multipartite entanglement in a wide range of scenarios. Here we carry on such analysis considering a system of two initially entangled qubits, one of which is let to interact with a third qubit according to an arbitrary unitary evolution. We establish necessary and sufficient conditions on the corresponding Kraus operators, to discern whether the evolved state pertains to either one of the classes of 3-qubit pure states that exhibit some kind of entanglement, namely biseparable, W-, and GHZ- genuine entangled classes. Our results provide a classification of the Kraus operators according to their capacity of producing 3-qubit entanglement, and pave the way for extending the analysis to larger systems and determining the particular interactions that must be implemented in order to create, enhance and distribute entanglement in a specific manner.Comment: Two new subsections included. Accepted for publication in The European Physical Journal

Networks of Gratitude: Structures of Thanks and User Expectations in Workplace Appreciation Systems

Appreciation systems--platforms for users to exchange thanks and praise--are becoming common in the workplace, where employees share appreciation, managers are notified, and aggregate scores are sometimes made visible. Who do people thank on these systems, and what do they expect from each other and their managers? After introducing the design affordances of 13 appreciation systems, we discuss a system we call Gratia, in use at a large multinational company for over four years. Using logs of 422,000 appreciation messages and user surveys, we explore the social dynamics of use and ask if use of the system addresses the recognition problem. We find that while thanks is mostly exchanged among employees at the same level and different parts of the company, addressing the recognition problem, managers do not always act on that recognition in ways that employees expect.Comment: in Tenth International AAAI Conference on Web and Social Media, 201