A remark on T-duality and quantum volumes of zero-brane moduli spaces

T-duality (Fourier-Mukai duality) and properties of classical instanton moduli spaces can be used to deduce some properties of $\alpha^{\prime}$-corrected moduli spaces of branes for Type IIA string theory compactified on $K3$ or $T^4$. Some interesting differences between the two compactifications are exhibited.Comment: 6-pages, Harvmac big, 2 figures; version 2 : ref added v3 : final JHEP version - minor clarification + ref adde

Zero-Branes on a Compact Orbifold

The non-commutative algebra which defines the theory of zero-branes on $T^4/Z_2$ allows a unified description of moduli spaces associated with zero-branes, two-branes and four-branes on the orbifold space. Bundles on a dual space $\hat T^4/Z_2$ play an important role in this description. We discuss these moduli spaces in the context of dualities of K3 compactifications, and in terms of properties of instantons on $T^4$. Zero-branes on the degenerate limits of the compact orbifold lead to fixed points with six-dimensional scale but not conformal invariance. We identify some of these in terms of the ADS dual of the $(0,2)$ theory at large $N$, giving evidence for an interesting picture of "where the branes live" in ADS.Comment: 34 pages (harvmac big); version to appear in JHE

Non commutative gravity from the ADS/CFT correspondence

The exclusion principle of Maldacena and Strominger is seen to follow from deformed Heisenberg algebras associated with the chiral rings of S_N orbifold CFTs. These deformed algebras are related to quantum groups at roots of unity, and are interpreted as algebras of space-time field creation and annihilation operators. We also propose, as space-time origin of the stringy exclusion principle, that the $ADS_3 \times S^3$ space-time of the associated six-dimensional supergravity theory acquires, when quantum effects are taken into account, a non-commutative structure given by $SU_q(1,1) \times SU_q (2)$. Both remarks imply that finite N effects are captured by quantum groups $SL_q(2)$ with $q= e^{{i \pi \over {N + 1}}}$. This implies that a proper framework for the theories in question is given by gravity on a non-commutative spacetime with a q-deformation of field oscillators. An interesting consequence of this framework is a holographic interpretation for a product structure in the space of all unitary representations of the non-compact quantum group $SU_q(1,1)$ at roots of unity.Comment: 28 pages in harvmac big ; v2: Minor corrections, ref adde

The Experience of Performance Appraisal for Ethnic Minority Employees in UK Organisations

This thesis examines the performance appraisal for ethnic minority employees through their lived experiences in UK organisations. A theoretical framework of the soft model of HRM and the four goals of Guest Model of HRM: Commitment, Integration, Flexibility and Adaptability, and Quality were adopted for the study. The regimes of inequality were used as a conceptual framework in relation to the hard model of HRM. A snowball sampling method was adopted to reach the participants. The data were collected through in-depth semi-structured interviews. Hermeneutic phenomenology and a thick description of analysis were adopted to produce a rich textual description of the fifteen respondents. Data were analysed by using a Heuristic method of analysis. The findings reveal that some of the participants have experienced fairness and transparency in the process of their performance appraisal, similar to the soft HRM. However, the findings also indicate that most of the participants perceive that the malpractice and manipulation of the process of performance appraisal result from the power of whiteness (white line managers). The findings further evidence that the white employees are given full support by their white line managers such as training, support, a good rating in their performance appraisal and promotion, thereby taking advantage of the soft model of HRM. Rhetorically, the process, system and practice of performance appraisal are a soft approach to white employees; in reality, it is a hard approach to the ethnic minority employees in UK organisations. It is important to expose the gap between rhetoric and reality of PA that experienced by EME so that the organisations in the UK can review their human resource functions and strategies effectively. As a result, all employees irrespective of their ethnic background need to feel fair in the process of the performance management life cycle. The result of this research supports the findings of Trust et al. (1997) and Gill (1999) that the initiatives of organisations initially seems to be soft when they are scrutinised, they are a hard approach to HRM. This research identified the need that addresses the lived experience of ethnic minority employees working in UK organisations concerning performance appraisal

Large N 2D Yang-Mills Theory and Topological String Theory

We describe a topological string theory which reproduces many aspects of the 1/N expansion of SU(N) Yang-Mills theory in two spacetime dimensions in the zero coupling (A=0) limit. The string theory is a modified version of topological gravity coupled to a topological sigma model with spacetime as target. The derivation of the string theory relies on a new interpretation of Gross and Taylor's ``\Omega^{-1} points.'' We describe how inclusion of the area, coupling of chiral sectors, and Wilson loop expectation values can be incorporated in the topological string approach.Comment: 95 pages, 15 Postscript figures, uses harvmac (Please use the "large" print option.) Extensive revisions of the sections on topological field theory. Added a compact synopsis of topological field theory. Minor typos corrected. References adde