The Oslo model, hyperuniformity, and the quenched Edwards-Wilkinson model

We present simulations of the 1-dimensional Oslo rice pile model in which the critical height at each site is randomly reset after each toppling. We use the fact that the stationary state of this sandpile model is hyperuniform to reach system of sizes $> 10^7$. Most previous simulations were seriously flawed by important finite size corrections. We find that all critical exponents have values consistent with simple rationals: $\nu=4/3$ for the correlation length exponent, $D =9/4$ for the fractal dimension of avalanche clusters, and $z=10/7$ for the dynamical exponent. In addition we relate the hyperuniformity exponent to the correlation length exponent $\nu$. Finally we discuss the relationship with the quenched Edwards-Wilkinson (qEW) model, where we find in particular that the local roughness exponent is $\alpha_{\rm loc} = 1$.Comment: 20 pages, 26 figure

Generating entanglement between quantum dots with different resonant frequencies based on Dipole Induced Transparency

We describe a method for generating entanglement between two spatially separated dipoles coupled to optical micro-cavities. The protocol works even when the dipoles have different resonant frequencies and radiative lifetimes. This method is particularly important for solid-state emitters, such as quantum dots, which suffer from large inhomogeneous broadening. We show that high fidelities can be obtained over a large dipole detuning range without significant loss of efficiency. We analyze the impact of higher order photon number states and cavity resonance mismatch on the performance of the protocol

Peeling Back the Onion Competitive Advantage Through People: Test of a Causal Model

Proponents of the resource-based view (RBV) of the firm have identified human resource management (HRM) and human capital as organizational resources that can contribute to sustainable competitive success. A number of empirical studies have documented the relationship between systems of human resource policies and practices and firm performance. The mechanisms by which HRM leads to firm performance, however, remain largely unexplored. In this study, we explore the pathways leading from HRM to firm performance. Specifically, we use structural equation modeling to test a model positing a set of causal relationships between high performance work systems (HPWS), employee retention, workforce productivity and firm market value. Within a set of manufacturing firms, results indicate the primary impact of HPWS on productivity and market value is through its influence on employee retention