Comparison of several methods for predicting separation in a compressible turbulent boundary layer

Several methods for predicting the separation point for a compressible turbulent boundary layer were applied to the flow over a bump on a wind-tunnel wall. Measured pressure distributions were used as input. Two integral boundary-layer methods, three finite-difference boundary-layer methods, and three simple methods were applied at five free-stream Mach numbers ranging from 0.354 to 0.7325. Each of the boundary-layer methods failed to explicitly predict separation. However, by relaxing the theoretical separation criteria, several boundary-layer methods were made to yield reasonable separation predictions, but none of the methods accurately predicted the important boundary-layer parameters at separation. Only one of the simple methods consistently predicted separation with reasonable accuracy in a manner consistent with the theory. The other methods either indicated several possible separation locations or only sometimes predicted separation

Frictional coupling between sliding and spinning motion

We show that the friction force and torque, acting at a dry contact of two objects moving and rotating relative to each other, are inherently coupled. As a simple test system, a sliding and spinning disk on a horizontal flat surface is considered. We calculate, and also measure, how the disk is slowing down, and find that it always stops its sliding and spinning motion at the same moment. We discuss the impact of this coupling between friction force and torque on the physics of granular materials.Comment: 4 pages, 5 figures; submitte

Appreciative Inquiry as Organizational Change in a Community Mental Health Setting

poster abstractAppreciative Inquiry (AI) is an approach to organizational change that focuses on the strengths of an organization – discovering what is working well, and generating ideas within the organization for building on those strengths. AI has been applied in a variety of contexts including education, social work, health care, and academia. Little to no research, however, has applied AI to mental health contexts. The current study reports themes from staff member interviews conducted in the early phases of AI applied in a community mental health center (CMHC); these themes paint a picture of this CMHC “at its best” and will be fed-back to employees to lay the foundation for change and enhancing morale among staff. Interviews were conducted by 11 staff who volunteered from various departments and were trained by research staff at an all-day training. Appreciative Interviews first involved asking staff to describe a time they were at their best at this organization. Next, participants were asked to share what it was about themselves, others, and the setting that contributed to this experience. Additionally, interviewees were asked to “dream into the future” and to describe what they wish to see for this organization. Interviews were audio recorded, transcribed, and de-identified. Iterative, consensus-based coding was conducted by a multidisciplinary team that included CMHC staff. Several consistent themes emerged among participants’ stories. Staff at their best frequently reported feeling effective and seeing success in working with consumers. Other themes included working as a team, communicating well, and trusting one another. Stories also involved feeling valued and supported by their supervisors and coworkers. A foundational aspect involved believing in and caring about consumers with whom they work. Themes from participants’ interviews reflect perceptions of this community mental health center at its best and are consistent with tenets self-determination theory and future study

Comparison of Positive and Negative Verbal Cueing on Muscular Endurance in College - Aged Females

poste

Effects of Submaximal Intensity Rowing vs Cycling on Cognitive Performance

poste

Centennial-scale reductions in nitrogen availability in temperate forests of the United States

Forests cover 30% of the terrestrial Earth surface and are a major component of the global carbon (C) cycle. Humans have doubled the amount of global reactive nitrogen (N), increasing deposition of N onto forests worldwide. However, other global changes—especially climate change and elevated atmospheric carbon dioxide concentrations—are increasing demand for N, the element limiting primary productivity in temperate forests, which could be reducing N availability. To determine the long-term, integrated effects of global changes on forest N cycling, we measured stable N isotopes in wood, a proxy for N supply relative to demand, on large spatial and temporal scales across the continental U.S.A. Here, we show that forest N availability has generally declined across much of the U.S. since at least 1850 C.E. with cool, wet forests demonstrating the greatest declines. Across sites, recent trajectories of N availability were independent of recent atmospheric N deposition rates, implying a minor role for modern N deposition on the trajectory of N status of North American forests. Our results demonstrate that current trends of global changes are likely to be consistent with forest oligotrophication into theforeseeable future, further constraining forest C fixation and potentially storage

Human Resources and the Resource Based View of the Firm

The resource-based view (RBV) of the firm has influenced the field of strategic human resource management (SHRM) in a number of ways. This paper explores the impact of the RBV on the theoretical and empirical development of SHRM. It explores how the fields of strategy and SHRM are beginning to converge around a number of issues, and proposes a number of implications of this convergence

The compositional and evolutionary logic of metabolism

Metabolism displays striking and robust regularities in the forms of modularity and hierarchy, whose composition may be compactly described. This renders metabolic architecture comprehensible as a system, and suggests the order in which layers of that system emerged. Metabolism also serves as the foundation in other hierarchies, at least up to cellular integration including bioenergetics and molecular replication, and trophic ecology. The recapitulation of patterns first seen in metabolism, in these higher levels, suggests metabolism as a source of causation or constraint on many forms of organization in the biosphere. We identify as modules widely reused subsets of chemicals, reactions, or functions, each with a conserved internal structure. At the small molecule substrate level, module boundaries are generally associated with the most complex reaction mechanisms and the most conserved enzymes. Cofactors form a structurally and functionally distinctive control layer over the small-molecule substrate. Complex cofactors are often used at module boundaries of the substrate level, while simpler ones participate in widely used reactions. Cofactor functions thus act as "keys" that incorporate classes of organic reactions within biochemistry. The same modules that organize the compositional diversity of metabolism are argued to have governed long-term evolution. Early evolution of core metabolism, especially carbon-fixation, appears to have required few innovations among a small number of conserved modules, to produce adaptations to simple biogeochemical changes of environment. We demonstrate these features of metabolism at several levels of hierarchy, beginning with the small-molecule substrate and network architecture, continuing with cofactors and key conserved reactions, and culminating in the aggregation of multiple diverse physical and biochemical processes in cells.Comment: 56 pages, 28 figure

Signaling in Secret: Pay-for-Performance and the Incentive and Sorting Effects of Pay Secrecy

Key Findings: Pay secrecy adversely impacts individual task performance because it weakens the perception that an increase in performance will be accompanied by increase in pay; Pay secrecy is associated with a decrease in employee performance and retention in pay-for-performance systems, which measure performance using relative (i.e., peer-ranked) criteria rather than an absolute scale (see Figure 2 on page 5); High performing employees tend to be most sensitive to negative pay-for- performance perceptions; There are many signals embedded within HR policies and practices, which can influence employees’ perception of workplace uncertainty/inequity and impact their performance and turnover intentions; and When pay transparency is impractical, organizations may benefit from introducing partial pay openness to mitigate these effects on employee performance and retention

Evolutionary connectionism: algorithmic principles underlying the evolution of biological organisation in evo-devo, evo-eco and evolutionary transitions

The mechanisms of variation, selection and inheritance, on which evolution by natural selection depends, are not fixed over evolutionary time. Current evolutionary biology is increasingly focussed on understanding how the evolution of developmental organisations modifies the distribution of phenotypic variation, the evolution of ecological relationships modifies the selective environment, and the evolution of reproductive relationships modifies the heritability of the evolutionary unit. The major transitions in evolution, in particular, involve radical changes in developmental, ecological and reproductive organisations that instantiate variation, selection and inheritance at a higher level of biological organisation. However, current evolutionary theory is poorly equipped to describe how these organisations change over evolutionary time and especially how that results in adaptive complexes at successive scales of organisation (the key problem is that evolution is self-referential, i.e. the products of evolution change the parameters of the evolutionary process). Here we first reinterpret the central open questions in these domains from a perspective that emphasises the common underlying themes. We then synthesise the findings from a developing body of work that is building a new theoretical approach to these questions by converting well-understood theory and results from models of cognitive learning. Specifically, connectionist models of memory and learning demonstrate how simple incremental mechanisms, adjusting the relationships between individually-simple components, can produce organisations that exhibit complex system-level behaviours and improve the adaptive capabilities of the system. We use the term “evolutionary connectionism” to recognise that, by functionally equivalent processes, natural selection acting on the relationships within and between evolutionary entities can result in organisations that produce complex system-level behaviours in evolutionary systems and modify the adaptive capabilities of natural selection over time. We review the evidence supporting the functional equivalences between the domains of learning and of evolution, and discuss the potential for this to resolve conceptual problems in our understanding of the evolution of developmental, ecological and reproductive organisations and, in particular, the major evolutionary transitions