The extremely asymmetric radio structure of the z=3.1 radio galaxy B3 J2330+3927

We report on 1.7 and 5.0 GHz observations of the z=3.087 radio galaxy B3 J2330+3927, using the Very Long Baseline Array (VLBA), and archival 1.4 and 8.4 GHz Very Large Array (VLA) data. Our VLBA data identify a compact, flat spectrum (\alpha_{1.7 GHz}^{5 GHz} = -0.2 +/- 0.1; S_\nu ~ \nu^\alpha) radio component as the core. The VLA images show that the fraction of core emission is very large (f_c \approx 0.5 at 8.4 GHz), and reveal a previously undetected, very faint counterjet, implying a radio lobe flux density ratio R >= 11 and a radio lobe distance ratio Q \approx 1.9. Those values are much more common in quasars than in radio galaxies, but the optical/near-IR spectra show a clear type II AGN for B3 J2330+3927, confirming that it is indeed a radio galaxy. Unlike all other radio galaxies, the bright Ly-\alpha emitting gas is located towards the furthest radio arm. We argue against environmental and relativistic beaming effects being the cause of the observed asymmetry, and suggest this source has intrinsically asymmetric radio jets. If this is the case, B3 J2330+3927 is the first example of such a source at high redshift, and seems to be difficult to reconcile with the unified model, which explains the differences between quasars and radio galaxies as being due to orientation effects.Comment: 6 pages, 3 figures, to appear as a Letter to MNRA

Career inhibitors and career enablers for executive women

This paper is intended to contribute to the study of career inhibitors and career enablers for women. The analysis is based on data obtained from a survey conducted by the International Center of Work and Family at IESE Business School. The main conclusions of the analysis are: - Women have readier access to general management posts in small companies. - The feeling of working a "double work day" is widespread among women managers, especially in large companies. - Lack of sympathy on the part of colleagues and superiors when women give priority to their family responsibilities undermines women managers' satisfaction with their professional life. - The main career inhibitor is corporate culture (the "glass ceiling"). - The importance that executive women ascribe to career inhibitors decreases with age and professional rank. - The average woman manager's main support is her husband, who in most cases is also a manager. - The principal career enablers are: motivation, training, mental strength and value system.top management; career; family; women;