Implementing a smooth exact penalty function for equality-constrained nonlinear optimization

We develop a general equality-constrained nonlinear optimization algorithm based on a smooth penalty function proposed by Fletcher (1970). Although it was historically considered to be computationally prohibitive in practice, we demonstrate that the computational kernels required are no more expensive than other widely accepted methods for nonlinear optimization. The main kernel required to evaluate the penalty function and its derivatives is solving a structured linear system. We show how to solve this system efficiently by storing a single factorization each iteration when the matrices are available explicitly. We further show how to adapt the penalty function to the class of factorization-free algorithms by solving the linear system iteratively. The penalty function therefore has promise when the linear system can be solved efficiently, e.g., for PDE-constrained optimization problems where efficient preconditioners exist. We discuss extensions including handling simple constraints explicitly, regularizing the penalty function, and inexact evaluation of the penalty function and its gradients. We demonstrate the merits of the approach and its various features on some nonlinear programs from a standard test set, and some PDE-constrained optimization problems

What Do We Like About the IS Field?

What do we like about the IS field? This article is based on a panel discussion at the 2009 International Conference on Information Systems (ICIS) held in Phoenix, Arizona. The panel was sponsored by the Senior Scholars’ Consortium. Given the recent enrolment downturn in IS programs and concerns expressed by some about the strength of the field, this article sets out the views of some senior scholars who describe what they like about the IS field

Individual, occupational, and workplace correlates of occupational health and safety vulnerability in a sample of Canadian workers

Objective: To describe OH&amp;S vulnerability across a diverse sample of Canadian workers.Methods: A survey was administered to 1,835 workers employed more than 15 hrs/week in workplaces with at least five employees. Adjusted logistic models were fitted for three specific and one overall measure of workplace vulnerability developed based on hazard exposure and access to protective OH&amp;S policies and procedures, awareness of employment rights and responsibilities, and workplace empowerment.Results: More than one third of the sample experienced some OH&amp;S vulnerability. The type and magnitude of vulnerability varied by labor market sub-group. Younger workers and those in smaller workplaces experienced signficantly higher odds of multiple types of vulnerability. Temporary workers reported elevated odds of overall, awareness- and empowerment-related vulnerability, while respondents born outside of Canada had significantly higher odds of awareness vulnerability.Conclusion: Knowing how labor market sub-groups experience different types of vulnerability can inform better-tailored primary prevention interventions.<br /

Cold War Sport, Film and Propaganda : A Comparative Analysis of the Superpowers

This document is the author's original submitted manuscript (pre-print) version. An updated version has been published by MIT Press in Journal of Cold War Studies, available online at doi: https://doi.org/10.1162/JCWS_a_00721.Films and sports played central roles in Cold War popular culture. Each helped set ideological agendas domestically and internationally while serving as powerful substitutes for direct superpower conflict. This article brings film and sport together by offering the first comparative analysis of how U.S. and Soviet cinema used sport as an instrument of propaganda during the Cold War. The article explores the different propaganda styles that U.S. and Soviet sports films adopted and pinpoints the political functions they performed. It considers what Cold War sports cinema can tell us about political culture in the United States and the Soviet Union after 1945 and about the complex battle for hearts and minds that was so important to the East-West conflict.Peer reviewedFinal Published versio

Mieux vaut prévenir que guérir : développement d’une trousse d’outils en santé et sécurité du travail (SST) pour les nouveaux immigrants qui utilisent les services d’établissement en Ontario

Par rapport aux autres travailleurs, les immigrants fraîchement arrivés en Ontario courent davantage le risque d’occuper des emplois dangereux pour la santé et la sécurité au travail (SST), d’être victimes d’accidents de travail et de ne recevoir aucune d’indemnisation après une blessure. En dépit de ces statistiques, les renseignements fournis aux nouveaux arrivants demeurent souvent informels et fragmentaires. Dans cet article, nous étudions la développement d’un outil pour diffuser l’information sur la SST et l’indemnisation des accidents de travail aux nouveaux arrivants ayant recours aux services d’établissement. S’il est vrai que les employeurs et les organismes de réglementation ont une part de responsabilité dans la SST, les nouveaux arrivants doivent disposer des ressources pour se protéger de risques en milieu de travail, savoir quoi faire en cas d’accident ou de blessure et comment accéder aux divers services et soutiens. En nous appuyant sur les recherches antérieures, nous avons effectué une recension nationale des ressources en sécurité destinées aux nouveaux arrivants qui se joignent à la population active canadienne. Ensuite, en collaboration avec un comité consultatif, nous avons mis au point une trousse d’information sur les principaux éléments de SST et du système d’indemnisation des travailleurs en Ontario. Une fois la trousse terminée, des conseillers et de nouveaux immigrants-apprenants venant d’un grand organisme d’établissement de Toronto ont formé des groupes de discussions et fourni leurs impressions communiqué leurs observations sur les outils de la trousse.Nous étudierons décrivons le processus d’élaboration de la trousse et la rétroaction des groupes de discussions. Tous les participants aux groupes de discussion étaient d’accord pour affirmer que l’information de la trousse importait en vue de préparer les nouveaux arrivants à se joindre à la population active : plusieurs ont cependant souligné que l’information devrait se conjuguer à un effort des efforts pour renseigner également les employeurs et les inciter à se conformer aux règlements. Les conseillers en établissement, quant à eux, ont fait valoir que le manque de temps et de connaissances sur la SST et l’indemnisation des travailleurs faisait obstacle à la diffusion de l’information. Les groupes ont tous deux convenu que la trousse devrait également contenir un volet sur les problèmes de santé mentale au travail et être conçue pour intégrer des discussions en classe, des exercices et des questions. Les conseillers en établissement souhaitaient des recommandations sur la façon d’aborder les questions et les problèmes épineux soulevés par que soulèveraient les divers sujets abordés. La trousse pourrait améliorer les services offerts aux nouveaux arrivants et aider ces derniers à accroître leurs connaissances en matière de la santé et la santé et de la sécurité du travail avant qu’un problème ou qu’un accident ne survienne. CesLes connaissances acquises pourraient permettre de réduire le risque d’accidents ou de blessures et favoriseraient ainsi des retombées positives sur pour la santé, l’économie et la société. Nous concluons l’article par l’examen d’activités de diffusion possibles et de recommandations de pistes à poursuivre dans le domaine.New immigrants to Ontario have a greater probability of being employed in jobs with a higher number of occupational health and safety (OHS) hazards. In addition, recent immigrants may have higher risks of work injuries and be less likely to access compensation after injury. Despite these issues, information provided to new immigrants about OHS and workers’ compensation (WC) is often informal and fragmented. In this paper, we discuss the development of a tool to share information about OHS and workers’ compensation with newcomers using settlement services. While acknowledging that employers and regulatory bodies also have responsibility for OHS, new immigrants must have the necessary resources to protect themselves from harm in the workplace, and know what to do in the event of an injury and how to access services and support.Building on previous research, we completed a national scan that reviewed the existing safety resources for recent immigrants entering the Canadian workforce. Then, in conjunction with an Advisory Committee, we developed a toolkit covering the general components of OHS in Ontario and the Ontario Workers’ Compensation system. Once the toolkit was developed, focus groups were conducted with educators and new immigrant learners from a large settlement organization in Toronto which provided feedback on the tools.In the method and results section, we will discuss the toolkit development process and the focus group results. In the focus groups, there was agreement that it was important to introduce this information in programs that prepared newcomers for employment, with many people stressing that information had to be accompanied by efforts to increase employer knowledge and compliance. Settlement staff identified a lack of time and knowledge about OHS and WC as barriers to delivering this information. Both groups thought it was important that work-related mental health issues be addressed in the material. Material had to be delivered in a way that could incorporate class discussion, exercises and questions. Settlement staff wanted some guidance around how to address difficult questions and issues related to these topics. The development of this toolkit has the potential to improve existing services offered to new immigrants and to increase immigrant worker knowledge about health and safety before a workplace problem or injury occurs. Such knowledge can help reduce the risk of injury and lead to more positive social, health and economic outcomes. We end this paper by discussing dissemination activities and recommendations for future work in this area.Los nuevos inmigrantes en Ontario tienen una mayor probabilidad de ser empleados en trabajos con un mayor número de riesgos de seguridad y salud en el trabajo (SST). Además, los inmigrantes recientes pueden tener un mayor riesgo de accidentes de trabajo y una menor probabilidad de acceder a la indemnización después de la lesión. Pese a estos problemas, la información proporcionada a los nuevos inmigrantes sobre SST o compensación de los trabajadores es a menudo informal y fragmentada. En este artículo se discute el desarrollo de una herramienta para compartir información en materia de SST y de indemnización de los trabajadores con los inmigrantes recién llegados que utilizan los servicios de acogida. Si bien se reconoce que los empleadores y los organismos reguladores también tienen responsabilidad en materia de SST, los nuevos inmigrantes deben tener los recursos para protegerse de un posible daño en el puesto de trabajo, conocer qué hacer en caso de una lesión y cómo tener acceso a servicios y apoyos. Sobre la base de investigaciones previas, completamos una revisión nacional de los recursos en materia de seguridad existentes para los inmigrantes recién llegados a la fuerza laboral canadiense. Posteriormente, junto con un comité asesor, se desarrolló un conjunto de herramientas que cubre los componentes generales de SST en Ontario y el sistema de compensación de los trabajadores de Ontario. Una vez desarrollado este conjunto de herramientas, se llevó a cabo grupos focales con los educadores y los alumnos inmigrantes reciente de una organización de la región del gran Toronto, que proporcionó información sobre las herramientas. En nuestros resultados discutiremos el proceso de elaboración de la guía y los resultados de los grupos focales. En los grupos de discusión se acordó que era importante introducir esta información en programas que preparan a los recién llegados para el empleo, mientras que muchos señalaron que la información tenía que ir acompañada de esfuerzos para aumentar el conocimiento y cumplimiento de lo establecido de la parte de los empleadores. El personal de acogida identificó la falta de tiempo y de conocimientos sobre la SST y la indemnización como barreras en la transmisión de esta información. Ambos grupos creyeron importante abordar en el material los problemas de salud mental en el trabajo. El material tendría que ser concebido de manera a incorporar la discusión en clase, ejercicios y preguntas. El personal de acogida quería un poco de orientación en torno a la forma de abordar las preguntas difíciles y los problemas relacionados con estos temas.El desarrollo de esta herramienta tiene el potencial de mejorar los servicios existentes que se ofrecen a los nuevos inmigrantes y aumentar el conocimiento de los trabajadores immigrantes acerca de la salud y seguridad antes que un problema o lesión en el puesto de trabajo ocurra. Este conocimiento puede ayudar a reducir el riesgo de lesiones y dar lugar a un balance más positivo tanto desde el punto de vista social como desde el punto de vista sanitario y económico. Terminamos hablando de actividades de difusión y recomendaciones para el trabajo futuro en esta área

Le retour au travail dans un contexte de barrières linguistiques : Une étude comparative des politiques et des pratiques d’indemnisation des victimes de lésion professionnelle au Québec et en Ontario

La façon dont les régimes d’indemnisation des victimes de lésion professionnelle doivent tenir compte des barrières linguistiques est d’une importance capitale à la lumière de la diversification linguistique croissante du Canada. S’appuyant sur des entrevues menées auprès de travailleurs accidentés et d’informateurs clés, cette étude est la première à examiner, de manière empirique, les politiques et les pratiques du retour au travail sous l’angle des barrières linguistiques. En comparant les juridictions du Québec et de l’Ontario, l’étude met en lumière des similitudes et des différences touchant les accommodements linguistiques ainsi que les politiques et les pratiques du retour au travail qui déterminent les expériences des travailleurs accidentés ayant des besoins linguistiques. Elle fait valoir que les lacunes à cet égard, qui sont plus marquées au Québec, contribuent à un faible retour au travail pour ces travailleurs dans les deux provinces.The question of how workers’ compensation systems should account for language barriers is of increasing importance given Canada’s growing linguistic diversity. This study is the first to empirically examine, based on interviews with injured workers and key informants, return-to-work policies and practices through the lens of language barriers. By comparing two jurisdictions, Quebec and Ontario, the study highlights similarities and differences in language accommodation and return-to-work policies and practices that shape the experiences of injured workers with language needs. It argues that gaps in this regard, which are more pronounced in Quebec, contribute to poor return-to-work outcomes for these workers in both provinces

Return-to-Work in a Language Barrier Context : Comparing Quebec’s and Ontario’s Workers’ Compensation Policies and Practices

The question of how workers’ compensation systems should account for language barriers is of increasing importance given Canada’s growing linguistic diversity. This study is the first to empirically examine, based on interviews with injured workers and key informants, return-to-work policies and practices through the lens of language barriers. By comparing two jurisdictions, Quebec and Ontario, the study highlights similarities and differences in language accommodation and return-to-work policies and practices that shape the experiences of injured workers with language needs. It argues that gaps in this regard, which are more pronounced in Quebec, contribute to poor return-to-work outcomes for these workers in both provinces.La façon dont les régimes d’indemnisation des victimes de lésion professionnelle doivent tenir compte des barrières linguistiques est d’une importance capitale à la lumière de la diversification linguistique croissante du Canada. S’appuyant sur des entrevues menées auprès de travailleurs accidentés et d’informateurs clés, cette étude est la première à examiner, de manière empirique, les politiques et les pratiques du retour au travail sous l’angle des barrières linguistiques. En comparant les juridictions du Québec et de l’Ontario, l’étude met en lumière des similitudes et des différences touchant les accommodements linguistiques ainsi que les politiques et les pratiques du retour au travail qui déterminent les expériences des travailleurs accidentés ayant des besoins linguistiques. Elle fait valoir que les lacunes à cet égard, qui sont plus marquées au Québec, contribuent à un faible retour au travail pour ces travailleurs dans les deux provinces

A J-Protein Co-chaperone Recruits BiP to Monomerize IRE1 and Repress the Unfolded Protein Response.

When unfolded proteins accumulate in the endoplasmic reticulum (ER), the unfolded protein response (UPR) increases ER-protein-folding capacity to restore protein-folding homeostasis. Unfolded proteins activate UPR signaling across the ER membrane to the nucleus by promoting oligomerization of IRE1, a conserved transmembrane ER stress receptor. However, the coupling of ER stress to IRE1 oligomerization and activation has remained obscure. Here, we report that the ER luminal co-chaperone ERdj4/DNAJB9 is a selective IRE1 repressor that promotes a complex between the luminal Hsp70 BiP and the luminal stress-sensing domain of IRE1α (IRE1LD). In vitro, ERdj4 is required for complex formation between BiP and IRE1LD. ERdj4 associates with IRE1LD and recruits BiP through the stimulation of ATP hydrolysis, forcibly disrupting IRE1 dimers. Unfolded proteins compete for BiP and restore IRE1LD to its default, dimeric, and active state. These observations establish BiP and its J domain co-chaperones as key regulators of the UPR

Disclosure, Privacy and Workplace Accommodation of Episodic Disabilities: Organizational Perspectives on Disability Communication-Support Processes to Sustain Employment

© 2020, The Author(s). Purpose Employers increasingly are asked to accommodate workers living with physical and mental health conditions that cause episodic disability, where periods of wellness are punctuated by intermittent and often unpredictable activity limitations (e.g., depression, anxiety, arthritis, colitis). Episodic disabilities may be challenging for workplaces which must comply with legislation protecting the privacy of health information while believing they would benefit from personal health details to meet a worker’s accommodation needs. This research aimed to understand organizational perspectives on disability communication-support processes. Methods Twenty-seven participants from diverse employment sectors and who had responsibilities for supporting workers living with episodic disabilities (e.g., supervisors, disability managers, union representatives, occupational health representatives, labour lawyers) were interviewed. Five participants also had lived experience of a physical or mental health episodic disability. Participants were recruited through organizational associations, community networks and advertising. Semi-structured interviews and qualitative content analysis framed data collection and analyses, and mapped communication-support processes. Results Seven themes underpinned communication-support process: (1) similarities and differences among physical and mental health episodic disabilities; (2) cultures of workplace support, including contrasting medical and biopsychosocial perspectives; (3) misgivings about others and their role in communication-support processes; (4) that subjective perceptions matter; (5) the inherent complexity of the response process; (6) challenges arising when a worker denies a disability; and (7) casting disability as a performance problem. Conclusions This study identifies a conceptual framework and areas where workplace disability support processes could be enhanced to improve inclusion and the sustainability of employment among workers living with episodic disabilities