THE DEVELOPMENTAL PROCESS FOR SUCCESSFUL MARKET PENETRATION INTO THE BAR INDUSTRY IN SOUTH COUNTY, RHODE ISLAND

The Evening Entertainment/Bar Industry in Narragansett is one that is flourishing and has been so for many years. As a college town Narragansett provides students and locals alike with opportunities to spend an evening on the town and enjoy the company of their peers. As a means of service there are a multitude of successful bars in South County that provide customers with just such experiences. The goal of every business venture is to create a positive revenue stream and to maintain this success over the lifetime of the business. In order to do this successfully a business must create a unique appeal to its target market and maintain a balanced relationship between repeat and first time customers. It has become my mission to create just that, a bar that offers a unique entertaining atmosphere that will appeal to a vast demographic that promotes the intermingling of various age groups ranging from 21 to 55. I plan to do so by creating a unique meld of bar genres. A two-story bar in Narragansett that offers the excitement and fast-paced entertainment of a nightclub and the laidback and mature atmosphere of a jazz bar will help me reach my goal. No business can be successful without a thorough and extensive business plan/model. The purpose of my project is to create a business plan that will provide me with the infrastructure to build off of when opening my bar in Narragansett. Within this business plan I will examine a number of key aspects that will provide me with the information necessary to complete a transition into the Evening Entertainment/Bar market. This business plan will include my mission, the keys to success, a market analysis summary, a competitive analysis, a strategy and implementation summary, and a partial financial plan. I will analyze the success of local bars such as Casey’s, Bon View, and Charlie O’s and determine how to draw from their success. Integrating each of these elements is essential to defining a business and by doing so I will be fully prepared to penetrate the market

How rapid is aphid-induced signal transfer between plants via common mycelial networks?

Peer reviewedPublisher PD

Recruitment, deployment, promotion, and attrition of female officers : the impact on staffing and perceptions of police practice

There is little research examining (collectively) recruitment, deployment, promotion, and attrition of female constables in policing, and how these issues affect organizational staffing, police practice. Presenting findings from semi-structured interviews with 46 male and female constables working in an Australian State and Territories police organization, this paper argues that exclusionary staffing practices start from the onset of recruitment because female applicants are singled-out by their sex. It argues that exclusionary staffing practices for female constables occur throughout initial recruit training, during placement within a police station or area of command, whilst being deployed or not deployed to police work, and during consideration or application of promotion related processes, which increases the probability that attrition rates of female constables will be high. Unless police organizations address these issues, it is likely that the number of female constables transitioning into senior roles will remain small; thereby reducing the likelihood that police organizations will implement or achieve equitable staffing principles. It will also diminish appropriate resources needed to run an organization and have a negative impact on staffing

"Being diverse and being included, don’t go together in policing" : diversity, inclusion, and Australian constables

Across the globe, there is little research that examines the impact of diversity on police practice, particularly whether it increases or decreases the competency of the police organization or whether police officers perceive diversity within the organization and the addition of diverse officers as positive or negative. Contributing new findings to the extant policing literature, this research analyzes data collected from interviews with forty‐six constables working in one of the largest Australian state police organizations. Contributing five key findings regarding diversity and inclusion in policing, this research suggests that lack of acceptance of diversity broadly, and bias towards diverse identified officers, results in the exclusion of officers, and a workforce that is fragmented. The lack of unification constables in this research have with diverse colleagues is concerning given that a cohesive police team increases the safety of all officers, improves the effectiveness of police response, strengthens the communication between police and citizens (as well as communication within the organization), increases the morale of officers, and will support the legitimacy of the organization. Whilst constables in this study were not asked questions about their own implicit or explicit levels of bias towards members of diverse groups, the unsolicited responses from many of the constables, as well as the recognition of Whiteness in terms of the racial identity of many officers within the organization, suggests that constables in this study are biased towards officers that are not part of the majority group

Increasing phosphorus supply is not the mechanism by which arbuscular mycorrhiza increase attractiveness of bean (Vicia faba) to aphids

Peer reviewedPublisher PD

MCALIGN2: Faster, accurate global pairwise alignment of non-coding DNA sequences based on explicit models of indel evolution

BACKGROUND: Non-coding DNA sequences comprise a very large proportion of the total genomic content of mammals, most other vertebrates, many invertebrates, and most plants. Unraveling the functional significance of non-coding DNA depends on how well we are able to align non-coding DNA sequences. However, the alignment of non-coding DNA sequences is more difficult than aligning protein-coding sequences. RESULTS: Here we present an improved pair-hidden-Markov-Model (pair HMM) based method for performing global pairwise alignment of non-coding DNA sequences. The method uses an explicit model of indel length frequency distribution which can be specified, and allows any time reversible model of nucleotide substitution. The method uses a deterministic global optimiser to find the alignment with the highest posterior probability. We test MCALIGN2 in simulations, and compare it to a previous Monte Carlo based method (MCALIGN), to the pair HMM method of Knudsen and Miyamoto, and to a heuristic method (AVID) that performed very well in a previous simulation study. We show that the pair HMM methods have excellent performance for all combinations of parameter values we have considered. MCALIGN2 is up to ten times faster than MCALIGN. MCALIGN2 is more accurate in resolving indels given an accurate explicit model than heuristic methods, but is computationally slower. CONCLUSION: MCALIGN2 produces better quality alignments by explicitly using biological knowledge about the indel length distribution and time reversible models of nucleotide substitution. As a result, it can outperform other available sequence alignment methods for the cases we have considered to align non-coding DNA sequences

'Rorting the system' : police detectives, diversity, and workplace advantage

Internal workplace practices and policies in policing are based on a notion of fairness and equal opportunity. Yet police organizations are frequently criticized for discriminatory policing practices, unfair and biased workplace practices, and poor interpersonal treatment of officers. Whilst there is a wide body of research examining diversity in relation to external police practices, there is a lack of knowledge regarding diversity and internal workplace practices; particularly from the perspective of police detectives who often have more substantial policing experience and longer employment histories than other non-commissioned officers. Contributing new findings to the extant policing literature, this research analyzes data collected from interviews with twenty police detectives working in one of the largest Australian police organizations. It suggests that police detectives in this study have negative perceptions of diversity, and associate diversity with unfair advantages in the workplace. In Australian culture, the phrase ‘rorting the system’ is an informal expression used to describe individuals or groups of people who take unfair advantage of a public service or workplace policy to change their circumstances. The findings suggest that detectives in this study believe diversity enables some officers to take advantage of workplace policy and ‘rort’ the system

The influence of false interoceptive feedback on emotional state and balance responses to height-induced postural threat

Postural threat elicits a robust emotional response (e.g., fear and anxiety about falling), with concomitant modifications in balance. Recent theoretical accounts propose that emotional responses to postural threats are manifested, in part, from the conscious monitoring and appraisal of bodily signals (‘interoception’). Here, we empirically probe the role of interoception in shaping emotional responses to a postural threat by experimentally manipulating interoceptive cardiac feedback. Sixty young adults completed a single 60-s trial under the following conditions: Ground (no threat) without heart rate (HR) feedback, followed by Threat (standing on the edge of a raised surface), during which participants received either false heart rate feedback (either slow [n=20] or fast [n=20] HR feedback) or no feedback (n=20). Participants provided with false fast HR feedback during postural threat felt more fearful, reported feeling less stable, and rated the task more difficult than participants who did not receive HR feedback, or those who received false slow HR feedback (Cohen’s d effect size = 0.79 – 1.78). However, behavioural responses did not significantly differ across the three groups. When compared to the no HR feedback group, false slow HR feedback did not significantly affect emotional or behavioural responses to the postural threat. These observations provide the first experimental evidence for emerging theoretical accounts describing the role of interoception in the generation of emotional responses to postural threats