Zeitschriftenartikel: „Unity Jobs“

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Norton, Christopher. „Creating Jobs, Manufacturing Unity: Ulster Unionism and Mass Unemployment 1922-34“. Contemporary British History 15, Nr. 2 (Juni 2001): 1–14. http://dx.doi.org/10.1080/713999404.

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Gaillard, Julie. „Esse? Percipi? Referentiality and Subjectivity in Footfalls“. Journal of Beckett Studies 27, Nr. 1 (April 2018): 40–53. http://dx.doi.org/10.3366/jobs.2018.0219.

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This article analyzes how, in Footfalls, Beckett erodes subjective certainty as well as bodily evidence by calling into question the stability of referential mechanisms. Focusing on proper names and analyzing closely how they articulate (or rather disarticulate) personal pronouns and bodily referents, it shows how their unhinging produces a de-stabilization of reality, which has the paradoxical effect of calling into question the subjective unity and permanence of the body present on stage. This article follows the various movements of this short play to trace series of shifts and glitches in the pragmatics of enunciation, and shows how these glitches call into question the identity of the enunciating ‘I’ as well as the reality of its links to the body that it refers to.

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Lakha, Meena Afzal, Anindya Bhowmik, Sneha Bisht, Suzani Shrestha, Kantappa Gajanan und Samir Shah. „Post traumatic growth during COVID-19: unity in diversity“. BJPsych Open 7, S1 (Juni 2021): S2. http://dx.doi.org/10.1192/bjo.2021.69.

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AimsThis poster reflects how the experience of staying with people of diverse nations and cultural background helped the stranded IMGs cope with this agony in a foreign land during an unprecedented tumultuous situation. The aim is to show that despite diversity among people, the hard times made them unite and overcome countless difficulties.BackgroundThe COVID 19 pandemic has been a period of global health crisis and has exponentially affected mental health issues in the world population. In these difficult times, several International Medical Graduates (IMGs), who had come to the UK to attend their PLAB exams, were left stranded as the exams were postponed, flights cancelled and borders sealed. Faced with huge uncertainty their mental health was of great concern.At this time the British Association of Physicians of Indian Origin (BAPIO) came forward to help this cohort of stranded doctors in terms of accommodation, finances, mental health support, preparation for exams to the extent of liaising with General Medical Council (GMC) and Home Office. The virtual support group provided a platform for IMGs from different nations and cultures to get in touch with each other helping overcome mental burden and stress.The stories presented in the poster show how unity in diversity helped these young doctors deal with mental trauma amidst the Pandemic.Method276 doctors from 27 countries were looked after by BAPIO. From those excerpts taken from 26 IMGs, personal narratives was used as a method for qualitative assessment.The percentage of IMGs clearing their exams and getting jobs in the NHS has been used for quantitative assessment.ResultQualitative: The personal narratives of the IMGs show how they were positively impacted by staying together albeit different nationalities and cultural background.Quantitative: A total of 21 IMGs out of the 26 cleared their PLAB 2 exams and got registration under General Medical Council giving a percentage of 81.7%. 20 IMGs have successfully joined the NHS in various posts giving a job success rate of 95.2%.ConclusionThe experience of living and sharing housings with people from different nationalities, has increased appreciation and also prepared them to work in the NHS which has a diverse work force. This learning experience has been integral for all of us in shaping our life in the UK making everyone more compassionate.

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Ratnawati, Santi. „PENGARUH WORD OF MOUTH DAN BRAND AWARENESS TERHADAP INTENSI MENGUNJUNGI TEMPAT WISATA ZIARAH MAKAM SUNAN KALIJAGA DEMAK“. Jurnal Ilmiah Komunikasi Makna 4, Nr. 2 (14.08.2013): 137. http://dx.doi.org/10.30659/jikm.4.2.137-148.

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Tourism is one of the largest foreign exchange earner, leveling and increase employment opportunities and incomes, strengthen unity, and unity, as well as get to know the culture of the nation. Tourism is also capable give opportunity for jobs. Thus, the optimal management is needed. As part of the delivery of information to the public, tourism can be introduced by way of word of mouth. In addition, a good impression in the minds of the public on a tourist destination, could be the trigger for the decision to visit a tourist attraction. In daily life, the decision intention to purchase a product or service is often performed as a positive information from someone else, a friend or relative you trust, or information due to the positive experiences of others previously received. The results showed that the positive information on the existence of Sunan Kalijaga will build a positive perception of the tomb of Sunan Kalijaga prospective visitor, thus building interest or intention to make a visit or re-visit. Meanwhile, a good image in the minds of potential visitors or people who have visited the grave of Sunan Kalijaga will build interest or interests that make re-visit the tomb of Sunan Kalijaga.Keywords: Tourism, Word of Mouth, Brand Awareness, intention.

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Crawford, Robert. „Robert Frosts“. Journal of American Studies 20, Nr. 2 (August 1986): 207–32. http://dx.doi.org/10.1017/s0021875800015036.

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Chicken-farmer, shoe-worker, bobbin-boy, messenger, teacher, journalist, leather-worker, poet, student, cultural ambassador, berry-picker, lecturer. Such a list does not even exhaust Robert Frost's occupations, let alone his ambitions. In fact, when he writes in “Two Tramps in Mud Time” thatMy object in living is to uniteMy avocation and my vocationAs my two eyes make one in sightit is tempting to see here a sly joke at his own expense. For Frost had so many vocations and avocations that they are well-nigh impossible to combine in any clear-sighted unity. “No poet in this century has written more poems involving more different kinds of work than Frost,” writes William H. Pritchard, before going on to list some of the jobs which Frost found and abandoned between 1885 and 1892. Even the many jobs he did do were insufficient to content him. “I should have been an archaeologist,” he wrote to A. J. Armstrong in 1943 and though Frost as an extremely successful poet might allow himself that ironic wistfulness, he was not being merely whimsical. If some of his family were drawn into the darker sides of his poetry, then they also enacted a few of his brighter dreams. Welcoming Willard E. Fraser as a new son-in-law in 1932, Frost proposes not one but four desired careers.

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YANG, WEN-HUA. „A BATCHING PROBLEM WITH LEARNING EFFECT CONSIDERATIONS“. Asia-Pacific Journal of Operational Research 26, Nr. 02 (April 2009): 307–17. http://dx.doi.org/10.1142/s0217595909002213.

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Consider a batch-sizing problem, where all jobs are identical or similar, and a unit processing time (p = 1) is specified for each job. To minimize the total completion time of jobs, partitioning jobs into batches may be necessary. Learning effect from setup repetition makes small-sized batches; on the contrary, job's learning effect results in large-sized batches. With their collaborative influence, we develop a forward dynamic programming (DP) algorithm to determine the optimal number of batches and their optimal integer sizes. The computation effort required by this DP algorithm is a polynomial function of job size.

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Soren, Chunuram. „RESERVATION IN INDIA: RHETORIC AND REALITY“. International Journal of Advanced Research 9, Nr. 07 (31.07.2021): 507–15. http://dx.doi.org/10.21474/ijar01/13149.

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Reservation is always contentious and sentimental issue and raises many concerns of the people. The policy of reservation and safeguards provided to Scheduled Castes and Scheduled Tribes and Other Backward Classes has adversely affected the unity and solidarity of the nation. Reservation in India is all about reserving access to seats in the government jobs, educational institutions and even legislatures to certain sections of the population. The reservation can also be seen as positive discrimination. Reservation in India is a government policy, backed by the Indian Constitution. Part XVI deals with reservation of SC and ST in Central and state legislature. The need for reservation can be looked from legal and socio-cultural perspective. The act of reservation is reserving seats in educational institutions, certain places of employment for certain castes and classes of society which are considered backward, those being the Scheduled Castes, Scheduled Tribes and Other Backward Castes. Reservation is an effective measure to end the oppressive discrimination. Reservation facilitates empowerment and social harmony for all in the segments.

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Nurdiansyah, Diki, Parwoto und Ahmad Badawi Saluy. „The Influence of Leadership, Motivation and Work Stress on Turnover Intention of PT. BCA Finance Karawang Branch“. European Journal of Business and Management Research 6, Nr. 4 (21.08.2021): 322–26. http://dx.doi.org/10.24018/ejbmr.2021.6.4.1008.

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Human resources in a corporate organization is a unity that can not be separated to achieve organizational goals. The achievement of organizational goals can be seen from the performance of employees. Currently, the problem of high turnover intention has become a serious problem for many companies. The negative impact that is felt due to the occurrence of turnover intention in the company is on the quality and ability to replace employees who leave the company, so it takes time and new costs in recruiting new employees. Leadership is expected to be able to direct and motivate employees so that they can carry out their jobs well, and can control or reduce stress levels in employees. And can reduce the turnover rate can maximize employee performance. Therefore, based on the above background, this research takes the title “The Effect Of Leadership, Motivation And Work Stress On Turnover Intention Of Employees Of PT. XYZ Karawang Branch”. This type of research uses a quantitative approach, with a sample of 51 respondents with a sample collection technique that is saturated sampling technique. Evaluation of the Measurement Model (Outer Model) and Evaluation of the Structural Model (Inner Model) to test and prove the research hypothesis. The results of this study indicate that leadership and motivation have no significant effect on turnover intention, while work stress has a significant positive effect on turnover intention. In order to reduce the turnover rate, it is hoped that the leadership will provide an appropriate job description for each employee so that there is no oversize capacity on the ability and working hours of employees.

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Mizero, Mireille, Aristide Maniriho, Bosco Bashangwa Mpozi, Antoine Karangwa, Philippe Burny und Philippe Lebailly. „Rwanda’s Land Policy Reform: Self-Employment Perspectives from a Case Study of Kimonyi Sector“. Land 10, Nr. 2 (26.01.2021): 117. http://dx.doi.org/10.3390/land10020117.

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Rwanda’s Land Policy Reform promotes agri-business and encourages self-employment. This paper aims to analyze the situation from a self-employment perspective when dealing with expropriation risk in rural areas. In this study, we conducted a structured survey addressed to 63 domestic units, complemented by focus groups of 47 participants from Kimonyi Sector. The binary logistic regression analysis revealed that having job alternatives, men heading domestic units, literacy skills in English, and owning land lease certificates (p < 0.05) are positively and significantly related to awareness of land expropriation risk. The decision of the head of the domestic unit to practice the main activity under self-employment status is positively influenced by owning a land lease certificate, number of plots, and French skills, while skills in English and a domestic unit’s size have a positive and significant influence on involvement in a second activity as self-employed. Information on expropriation risk has no significant effect on self-employment. The domestic unit survey revealed that 34.9% of the heads of domestic units only have one job, 47.6% have at least two jobs in their everyday life, 12.7% have a minimum of three jobs, and 4.8% are inactive. The focus group synthesis exposed the limits to self-employment ability and facilities.

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Mohamed, A. H. „Using the job characteristics model to compare patient care assignment methods of nurses“. Eastern Mediterranean Health Journal 10, Nr. 3 (13.05.2004): 389–405. http://dx.doi.org/10.26719/2004.10.3.389.

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The aim of this study was to use Hackman and Oldman’s job characteristics model to compare 2 methods of patient care assignment as perceived by nurses in 12 inpatient units of Alexandria Main University Hospital. The job diagnostic survey was used to determine nurses’ perceptions toward the components of the model in relation to their performance in utilizing the case and functional methods of patient care assignment. The jobs of intensive care unit nurses who utilized the case method were more enriched than those who utilized the functional method of assignment in the general care units, in terms of their perception scores towards all parts of the model [core job characteristics, critical psychological states, affective and personal outcomes, context satisfaction and individual growth-need strength]

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ZAJÍČEK, ONDŘEJ. „A NOTE ON SCHEDULING PARALLEL UNIT JOBS ON HYPERCUBES“. International Journal of Foundations of Computer Science 20, Nr. 02 (April 2009): 341–49. http://dx.doi.org/10.1142/s0129054109006590.

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We study the problem of scheduling independent unit-time parallel jobs on hypercubes. A parallel job has to be scheduled between its release time and deadline on a subcube of processors. The objective is to maximize the number of early jobs. Jobs' intervals of feasibility have to be nested. We provide a polynomial time algorithm for the problem.

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Islam, MH, M. Faisal und KA Mahmood. „Environmental Impact Assessment of Boga Bridge Patukhali“. Journal of Environmental Science and Natural Resources 8, Nr. 1 (24.08.2015): 73–77. http://dx.doi.org/10.3329/jesnr.v8i1.24675.

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The economic development and social unity largely depend on the communication facilities. Improvement of national highway network in Bangladesh has been obstructed due to some rivers. Lohalia is one of the largest rivers in Patuakhali district divides Bauphal and Dumki upazila. The major transport barrier between the Bauphal and Patuakhali, Barisal city is Boga Bridge. The proposed 900 meter long Boga Bridge will be constructed under the supervision of World Bank, ADB, local and international experts. This paper shows the environmental impact assessment of Boga Bridge over the Lohalia River. The aim of the study is to identify the major environmental impact, mitigation measures and environmental impact value of the Boga Bridge. The major impacts of the Boga Bridge are loss of livelihood, loss of land, delta formation, loss of trees and rare species, loss of fisheries, navigational restrictions, surface water pollution, air pollution, soil contamination, river bank erosion, change the river flow. The environmental impact value of this project is 3 (negative three). The mitigation measures for the Boga Bridge project are cash compensation, relocation, periodic dredging, plant two for one felled, provide new jobs, revetment, provide safe water, good food and sanitation etc. By the proper implementation of these mitigation measures must help to reduce these impacts.J. Environ. Sci. & Natural Resources, 8(1): 73-77 2015

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FAN, BAOQIANG, RONGJUN CHEN und GUOCHUN TANG. „BICRITERIA SCHEDULING ON SINGLE-MACHINE WITH INVENTORY OPERATIONS“. Discrete Mathematics, Algorithms and Applications 01, Nr. 02 (Juni 2009): 227–34. http://dx.doi.org/10.1142/s179383090900018x.

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In this paper, we consider the single machine scheduling problem with inventory operations. The objective is to minimize makespan subject to the constraint that the total number of tardy jobs is minimum. We show the problem is strongly NP-hard. A polynomial [Formula: see text]-approximation scheme for the problem is presented, where m is defined as the total job's processing times ∑ pj divided by the capacity c of the storage, and an optimal algorithm for a special case of the problem, in which each job is one unit in size.

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Jones, Jonathan, Isabelle Thomas und Dominique Peeters. „Forecasting jobs location choices by Discrete Choice Models: A sensitivity analysis to scale and implications for LUTI models“. REGION 2, Nr. 1 (15.06.2015): 67. http://dx.doi.org/10.18335/region.v2i1.63.

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This paper proposes an empirical analysis of the sensitivity of Discrete Choice Model (DCM) to the size of the spatial units used as choice set (which relates to the well-known Modifiable Areal Unit Problem). Job's location choices in Brussels (Belgium) are used as the case study. DCMs are implemented within different Land Use and Transport Interactions (LUTI) models (UrbanSim, ILUTE) to forecast jobs or household location choices. Nevertheless, no studies have assessed their sensitivity to the size of the Basic Spatial Units (BSU) in an urban context. The results show significant differences in parameter estimates between BSUs. Assuming that new jobs are distributed among the study area proportionally to the utility level predicted by the DCM for each BSU (as in a LUTI model), it is also demonstrated that the spatial distribution of these new jobs varies with the size of the BSUs. These findings mean that the scale of the BSU used in the model can influence the output of a LUTI model relying on DCM to forecast location choices of agents and, therefore, have important operational implications for land-use planning.

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Cherednichenko, Galina A. „Part-Time Learners of Higher Education: Training and After Graduation“. Sociologicheskaja nauka i social naja praktika 7, Nr. 2 (2019): 46–64. http://dx.doi.org/10.19181/snsp.2019.7.2.6409.

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Analysis based on state statistics and survey data of RLMS for 2016 on 30–39-year-olds with higher education, who completed part-time and completed full-time education in universities, allows to detect the degree of commonality/differences in their socio-demographic characteristics, educational path, employment status and subjective evaluations. “Part-timers” are older, among them the proportion of women, residents of villages and settlements, who are married and have children, is higher. They study more often in rural schools and graduate from 9 rather than 11 grades; more than a half go to university after receiving a secondary vocational education. “Part-timers” are very slightly different from “Full-timers” in main indicators of labor activity: share of employed is slightly higher, one of the unemployed is lower; more often work in formally organized jobs. The first ones are distributed on somewhat lower statuses: the share of highly qualified specialists (which is formally provided by diploma) is lower and the share of workers is slightly higher. There is much more unity than differences in subjective assessments of their work by “Parttimers” and “Full-timers “. Almost three quarters are satisfied with working conditions and 7–10% are not; the ratio of satisfied to unsatisfied wages is 45 to 30%. At the same time, “Part-timers” have a small margin of positive ratings. Ideas about their place in some social hierarchies are also very close in both groups.

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LIN, LIN, YIXUN LIN, XIANWEI ZHOU und RUYAN FU. „PARALLEL MACHINE SCHEDULING WITH A SIMULTANEITY CONSTRAINT AND UNIT-LENGTH JOBS TO MINIMIZE THE MAKESPAN“. Asia-Pacific Journal of Operational Research 27, Nr. 06 (Dezember 2010): 669–76. http://dx.doi.org/10.1142/s0217595910002934.

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In this paper, we consider the parallel machine scheduling with a simultaneity constraint and unit-length jobs. The problem can be described as follows. There are given m parallel machines and a graph G, whose vertices represent jobs. Simultaneity constraint means that we can process a vertex job v if and only if there exists at least dG(v) idle machines, where dG(v) is the degree of vertex v in graph G. Once a vertex job is completed, we delete the vertex and its incident edges from the graph. The number of machines that a vertex job needing depends on its degree in current graph. Changes of graph result in changes of vertex degree. Here, we consider a special case that all jobs in the original graph are unit-length. Let pv denote the processing time of vertex job v, we define pv = 0 if d(v) = 0, and pv = 1, otherwise. The objective is to minimize the time by which each vertex job is completed, i.e., the time by which the graph becomes an empty graph. We show that this problem is strongly NP-hard and provide a [Formula: see text]-approximation algorithm.

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FUNG, STANLEY P. Y., FRANCIS Y. L. CHIN und HONG SHEN. „ONLINE SCHEDULING OF UNIT JOBS WITH BOUNDED IMPORTANCE RATIO“. International Journal of Foundations of Computer Science 16, Nr. 03 (Juni 2005): 581–98. http://dx.doi.org/10.1142/s0129054105003170.

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We consider the following online scheduling problem. We are given a set of jobs, each having an integral release time and deadline, unit processing length, and a nonnegative real weight. In each time unit one job is to be scheduled, and the objective is to maximize the total value (weight) obtained by scheduling the jobs. This problem arises in the scheduling of packets in network switches supporting quality-of-service (QoS). Previous algorithms for this problem are 2-competitive. In this paper we propose a new algorithm that achieves an improved competitive ratio when the importance ratio is bounded. Specifically, for job weights within the range [1..B], our algorithm is 2 - 1/(⌈ lg B⌉ + 2)-competitive, and the bound is tight.

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Schaubroeck, John, Timothy A. Judge und Lewis A. Taylor. „Influences of Trait Negative Affect and Situational Similarity on Correlation and Convergence of Work Attitudes and Job Stress Perceptions Across Two Jobs“. Journal of Management 24, Nr. 4 (August 1998): 553–76. http://dx.doi.org/10.1177/014920639802400405.

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Job attitude and work stressor measures were obtained from members of a large militaty reserve unit. Respondents workedpart-time at the unit and full-time in a different occupation in a separate organization. Correlations of corresponding job attitudes and perceived stressors across the two jobs were signtjicant,. but not of high magnitude. For both job stressors and work attitudes, trait negative affectivity did not explain cross-job correlations. Tests of squared differences between attitudes and between job stressors also indicated no influence of trait affect. There was stronger convergence (squared difference) af intrinsic job satisfaction across jobs when diflerences in physical demands (physical, outdoor work versus sedentary, indoor work) were lower, suggesting that situational similarity affected convergence. Trait negative affect correlated more strongly with full-time job attitudes than with part-time job attitudes. We discuss implications for testing dispositional theories of attitudes and stress and practical attempts to improve job attitudes and reduce stress.

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Solin, Sahala Martua, und Lisnawati Hasugian. „Grounding Pancasila Values as Nusantara Character Building“. Social, Humanities, and Educational Studies (SHEs): Conference Series 4, Nr. 4 (23.04.2021): 70. http://dx.doi.org/10.20961/shes.v4i4.50588.

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<em>Indonesia is increasingly showing a more civilized humanity through incessant social practices in times of pandemic pressure and natural disasters. Various difficulties experienced by all levels of society have raised the attention of others to help help in locations affected by the economic crisis and losing their jobs. Almost all lines are trying to push the values of Pancasila by the impulse of the cultural conscience of the people's wisdom. It seems that the movement of the ideological spirit by the residents has not yet been realized that the character building of Pancasila values is moving. Therefore, a phenomenological research is needed on the implementation of Pancasila values from government, institutional and community activities as character building. The purpose of this research is to prove that the values of Pancasila are the character of the Nation which is a reflection of National resilience. The research method used is the method of interview and observation to determine the qualitative awareness of understanding the values and their implementation that is being carried out by the community. The findings obtained are that the local community carries out social service activities to reduce the burden of food, clothing, shelter and economic congestion in the family to create psychological and life resilience. The second finding is that the public is increasingly aware of the power of citizen unity driven by the spirit of the Pancasila ideology among pluralist communities. From these findings, it is concluded that the values of Pancasila must be grounded through community coaching / learning activities with the colors of the characters and local wisdom according to the culture of the environment.</em>

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SHARMA, JYOTI KUMARI. „INCLUSIVE HUMAN RESOURCE DEVELOPMENT - THE FRUIT OF INCLUSIVE GROWTH IN INDIA“. International Journal of Research -GRANTHAALAYAH 9, Nr. 1 (10.02.2021): 302–29. http://dx.doi.org/10.29121/granthaalayah.v9.i1.2021.3142.

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Under the a national consciousness, the national integration refers to process which is to bring all the different race, religions, cultures and linguistic groups together into one single nation. It aims at removing socio-cultural, economic inequality and strengthening unity by giving human dignity to all citizens without any discrimination. We know that India represents a paradoxical dynamic economy, among high economic processes followed by a rise in indifference, poverty, and regional imbalances. Under this, it was found that the development of abilities and skills of human beings under human resource development enhances the use of physical capitals’ successfully, positively, and progressively. It is done by educating, providing better health facilities, and developing skills of the country’s citizens, helps them to add to productivity, increasing the national wealth of the country. Accordingly, when Human Resource Development is more inclusive, respect and understanding grow. Further, inclusive Human Resource Development strategy increases the productivity of the country, with the development of productive capacity, physical capability, and mental capability of its human resources, which leads to all-round economic development and growth of the country. In this way, through my study-made in this paper, I look forward to describe and explain the process of reducing all kinds of socio-economic exclusion from India by implementing the inclusive growth strategy that helps to reduce poverty with the help of the income (wages) earned from the jobs of each citizen, guaranteeing food security, education, health, employment, etc. facilities for all. Thus, inclusive Human Resource Development strategy can reduce and remove inequality from India, accompanied by social welfare with stability.

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Ardy, Ludi Prasetyo, und Fajrianthi Fajrianthi. „Job Autonomy sebagai Moderator pada Pengaruh Job Insecurity terhadap Perilaku Kerja Inovatif“. Jurnal Psikologi Teori dan Terapan 9, Nr. 2 (19.04.2019): 101. http://dx.doi.org/10.26740/jptt.v9n2.p101-111.

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This study aims to examine the role of job insecurity towards innovative work behavior with job autonomy as a moderator. The concept of the three variables were tested using the theoretical concepts of job demand and job control. In the condition of "active job", individuals can produce ideas and innovations in responding to work conditions. Previous studies show that active jobs can be obtained when there is a high interaction between high job demand and job control. Based on these studies it can be assumed that job insecurity (job demand) and job autonomy (job control) will influence innovative work behavior. This study used a quantitative approach by using SEM-PLS to analyze data. A total of 194 participants in a manufacturing industry, primarily from its production units, were involved in this study. The results show that job insecurity has a negative significant effect on innovative work behavior while job autonomy has a positive significant effect on the variable. The moderation test of job autonomy on the effect of job insecurity on innovative work behavior show no significant result. The strict operational standard procedure in the production unit is assumed as one of the factors that makes job autonomy does not play a role in reducing the negative influence of job insecurity on innovative work behavior.

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Schiefermayr, Klaus, und Josef Weichbold. „A complete solution for the optimal stochastic scheduling of a two-stage tandem queue with two flexible servers“. Journal of Applied Probability 42, Nr. 03 (September 2005): 778–96. http://dx.doi.org/10.1017/s0021900200000772.

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We consider a two-stage tandem queue with two parallel servers and two queues. We assume that initially all jobs are present and that no further arrivals take place at any time. The two servers are identical and can serve both types of job. The processing times are exponentially distributed. After being served, a job of queue 1 joins queue 2, whereas a job of queue 2 leaves the system. Holding costs per job and per unit time are incurred if there are jobs holding in the system. Our goal is to find the optimal strategy that minimizes the expected total holding costs until the system is cleared. We give a complete solution for the optimal control of all possible parameters (costs and service times), especially for those parameter regions in which the optimal control depends on how many jobs are present in the two queues.

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Schiefermayr, Klaus, und Josef Weichbold. „A complete solution for the optimal stochastic scheduling of a two-stage tandem queue with two flexible servers“. Journal of Applied Probability 42, Nr. 3 (September 2005): 778–96. http://dx.doi.org/10.1239/jap/1127322027.

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We consider a two-stage tandem queue with two parallel servers and two queues. We assume that initially all jobs are present and that no further arrivals take place at any time. The two servers are identical and can serve both types of job. The processing times are exponentially distributed. After being served, a job of queue 1 joins queue 2, whereas a job of queue 2 leaves the system. Holding costs per job and per unit time are incurred if there are jobs holding in the system. Our goal is to find the optimal strategy that minimizes the expected total holding costs until the system is cleared. We give a complete solution for the optimal control of all possible parameters (costs and service times), especially for those parameter regions in which the optimal control depends on how many jobs are present in the two queues.

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Allen, Daniel. „Unit closure cuts out jobs and families“. Nursing Standard 7, Nr. 30 (14.04.1993): 8. http://dx.doi.org/10.7748/ns.7.30.8.s20.

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Kämpke, Thomas. „On the optimality of static priority policies in stochastic scheduling on parallel machines“. Journal of Applied Probability 24, Nr. 2 (Juni 1987): 430–48. http://dx.doi.org/10.2307/3214267.

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n jobs are to be preemptively scheduled for processing on n machines. The machines may have differing speeds and the jobs have processing requirements which are distributed as independent exponential random variables with different means. Holding cost g(U) is incurred per unit time that the set of uncompleted jobs is U and it is desired to minimize the total expected holding cost which is incurred until all jobs are complete. We show that if g satisfies certain simple conditions then the optimal policy is one which takes the jobs in the order 1, 2, ···, n and assigns each uncompleted job in turn to the fastest available machine. In the special case in which the objective is to minimize the expected weighted flowtime, where there is a holding cost of wi while job i is incomplete, the sufficient condition is simply w1 ≧ … ≧ wn and λ1 w1 ≧ … ≧ λn wn.

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Kämpke, Thomas. „On the optimality of static priority policies in stochastic scheduling on parallel machines“. Journal of Applied Probability 24, Nr. 02 (Juni 1987): 430–48. http://dx.doi.org/10.1017/s0021900200031077.

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n jobs are to be preemptively scheduled for processing on n machines. The machines may have differing speeds and the jobs have processing requirements which are distributed as independent exponential random variables with different means. Holding cost g(U) is incurred per unit time that the set of uncompleted jobs is U and it is desired to minimize the total expected holding cost which is incurred until all jobs are complete. We show that if g satisfies certain simple conditions then the optimal policy is one which takes the jobs in the order 1, 2, ···, n and assigns each uncompleted job in turn to the fastest available machine. In the special case in which the objective is to minimize the expected weighted flowtime, where there is a holding cost of wi while job i is incomplete, the sufficient condition is simply w1 ≧ … ≧ wn and λ1 w1 ≧ … ≧ λn wn .

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Davis, Kermit R., und William I. Sauser. „A Comparison of Factor Weighting Methods in Job Evaluation: Implications for Compensation Systems“. Public Personnel Management 22, Nr. 1 (März 1993): 91–106. http://dx.doi.org/10.1177/009102609302200107.

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Job evaluation has received a great deal of attention recently, in part because of its potential role in the gender-related pay equity issue. Investigators have been particularly interested in such psychometric characteristics of job evaluation instruments and plans such as reliability, gender bias, construct validity, and predictive accuracy. One aspect of job evaluation methodology that could directly affect compensation systems is the weighting of factors in scoring jobs. However, very little information exists in the compensation literature about the differential effects of alternative weighting methods or the psychometric parameters that may contribute to such differences. The present article reviews past psychometric research related to weighting, and presents evidence of the salary effects of four different weighting methods examined in an applied job evaluation setting. The study sample consisted of 52 jobs in a municipal government. The four weighting methods were: (1) an unweighted raw score composite, (2) equal unit weights, (3) committee-judgmental weights, and (4) multiple regression weights. Results indicated high agreement among the 4 methods in terms of ordinal rankings of the pay rates for the 52 jobs. However, when jobs were classified into pay grades using the alternative weighting models, distinct differences occurred. Particularly relevant was a finding that the weighting models differed in their relative impact on male and female dominated jobs. The article discusses generalizability issues and recommendations to practitioners concerning weighting methodology in job evaluation projects.

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Rai, Ankush, und Jagadeesh Kannan R. „CENTRAL PROCESSING UNIT-GRAPHICS PROCESSING UNIT COMPUTING SCHEME FOR MULTI-OBJECT TRACKING IN SURVEILLANCE“. Asian Journal of Pharmaceutical and Clinical Research 10, Nr. 13 (01.04.2017): 251. http://dx.doi.org/10.22159/ajpcr.2017.v10s1.19651.

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This research work presents a novel central processing unit-graphics processing unit (CPU-GPU) computing scheme for multiple object trackingduring a surveillance operation. This facilitates nonlinear computational jobs to avail completion of computation in minimal processing time for tracking function. The work is divided into two essential objectives. First is to dynamically divide the processing operations into parallel units, and second is to reduce the communication between CPU-GPU processing units.

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JIAO, CHENGWEN, WENHUA LI und JINJIANG YUAN. „A BEST POSSIBLE ONLINE ALGORITHM FOR SCHEDULING TO MINIMIZE MAXIMUM FLOW-TIME ON BOUNDED BATCH MACHINES“. Asia-Pacific Journal of Operational Research 31, Nr. 04 (August 2014): 1450030. http://dx.doi.org/10.1142/s0217595914500304.

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We consider online scheduling of unit length jobs on m identical parallel-batch machines. Jobs arrive over time. The objective is to minimize maximum flow-time, with the flow-time of a job being the difference of its completion time and its release time. A parallel-batch machine can handle up to b jobs simultaneously as a batch. Here, the batch capacity is bounded, that is b < ∞. In this paper, we provide a best possible online algorithm for the problem with a competitive ratio of [Formula: see text].

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Happach, Felix. „Makespan minimization with OR-precedence constraints“. Journal of Scheduling 24, Nr. 3 (29.05.2021): 319–28. http://dx.doi.org/10.1007/s10951-021-00687-6.

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AbstractWe consider a variant of the NP-hard problem of assigning jobs to machines to minimize the completion time of the last job. Usually, precedence constraints are given by a partial order on the set of jobs, and each job requires all its predecessors to be completed before it can start. In this paper, we consider a different type of precedence relation that has not been discussed as extensively and is called OR-precedence. In order for a job to start, we require that at least one of its predecessors is completed—in contrast to all its predecessors. Additionally, we assume that each job has a release date before which it must not start. We prove that a simple List Scheduling algorithm due to Graham (Bell Syst Tech J 45(9):1563–1581, 1966) has an approximation guarantee of 2 and show that obtaining an approximation factor of $$4/3 - \varepsilon $$ 4 / 3 - ε is NP-hard. Further, we present a polynomial-time algorithm that solves the problem to optimality if preemptions are allowed. The latter result is in contrast to classical precedence constraints where the preemptive variant is already NP-hard. Our algorithm generalizes previous results for unit processing time jobs subject to OR-precedence constraints, but without release dates. The running time of our algorithm is $$O(n^2)$$ O ( n 2 ) for arbitrary processing times and it can be reduced to O(n) for unit processing times, where n is the number of jobs. The performance guarantees presented here match the best-known ones for special cases where classical precedence constraints and OR-precedence constraints coincide.

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Gerstl, Enrique, und Gur Mosheiov. „Due-window assignment problems with unit-time jobs“. Applied Mathematics and Computation 220 (September 2013): 487–95. http://dx.doi.org/10.1016/j.amc.2013.05.045.

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Mosheiov, Gur, und Daniel Oron. „Due-window assignment with unit processing-time jobs“. Naval Research Logistics 51, Nr. 7 (2004): 1005–17. http://dx.doi.org/10.1002/nav.20039.

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Li, Chung-Lun. „Scheduling unit-length jobs with machine eligibility restrictions“. European Journal of Operational Research 174, Nr. 2 (Oktober 2006): 1325–28. http://dx.doi.org/10.1016/j.ejor.2005.03.023.

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Ahn, Hyun-soo, Izak Duenyas und Mark E. Lewis. „OPTIMAL CONTROL OF A TWO-STAGE TANDEM QUEUING SYSTEM WITH FLEXIBLE SERVERS“. Probability in the Engineering and Informational Sciences 16, Nr. 4 (Oktober 2002): 453–69. http://dx.doi.org/10.1017/s0269964802164047.

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We consider the optimal control of two parallel servers in a two-stage tandem queuing system with two flexible servers. New jobs arrive at station 1, after which a series of two operations must be performed before they leave the system. Holding costs are incurred at rate h1 per unit time for each job at station 1 and at rate h2 per unit time for each job at station 2.The system is considered under two scenarios; the collaborative case and the noncollaborative case. In the prior, the servers can collaborate to work on the same job, whereas in the latter, each server can work on a unique job although they can work on separate jobs at the same station. We provide simple conditions under which it is optimal to allocate both servers to station 1 or 2 in the collaborative case. In the noncollaborative case, we show that the same condition as in the collaborative case guarantees the existence of an optimal policy that is exhaustive at station 1. However, the condition for exhaustive service at station 2 to be optimal does not carry over. This case is examined via a numerical study.

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Weichbold, Josef, und Klaus Schiefermayr. „THE OPTIMAL CONTROL OF A GENERAL TANDEM QUEUE“. Probability in the Engineering and Informational Sciences 20, Nr. 2 (06.03.2006): 307–27. http://dx.doi.org/10.1017/s0269964806060190.

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We consider a scheduling problem with two interconnected queues and two flexible servers. It is assumed that all jobs are present at the beginning and that there are no further arrivals to the system at any time. For each job, there are waiting costs per unit of time until the job leaves the system. A job of queue 1, after being served, joins queue 2 with probability p and leaves the system with probability 1 − p. The objective is how to allocate the two servers to the queues such that the expected total holding costs until the system is empty are minimized. We give a sufficient condition such that for any number of jobs in queue 1 and queue 2, it is optimal to allocate both servers to queue 1 (resp. queue 2).

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Lapidus, Azary, und Ivan Abramov. „Systemic integrated method for assessing factors affecting construction timelines“. MATEC Web of Conferences 193 (2018): 05033. http://dx.doi.org/10.1051/matecconf/201819305033.

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To streamline construction planning, one needs to assess and perform trial modeling of organizational and process-related factors impacting the final planned performance indicators. A proper calendar plan, one that would take due account of said factors, has a substantial impact on the efficiency and, sometimes, even the feasibility of a construction project as a whole. Therefore, the purpose of this paper’s research is to develop a method for determining optimum technical and economic parameters. A method should be considered legitimate which, given the labour intensity of the jobs assigned to a crew and the list of such jobs, makes it possible to determine the time said jobs will take to perform depending on the variation of the following factors: crew/unit numbers, job synchronization degree, job performance sequence, number of shifts and unit productivity. The authors have studied the algorithm and the method for the trial modeling of organizational and process-related factors when developing a calendar plan in order to identify qualitative time-specific and feasibility parameters. The paper reviews the example of how the optimum performance timelines for each crew can be determined.

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Dourado, Mitre Costa, Rosiane de Freitas Rodrigues und Jayme Luiz Szwarcfiter. „Scheduling unit time jobs with integer release dates to minimize the weighted number of tardy jobs“. Annals of Operations Research 169, Nr. 1 (03.12.2008): 81–91. http://dx.doi.org/10.1007/s10479-008-0479-y.

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Gordon, Michael E., und Angelo S. Denisi. „A Re-Examination of the Relationship between Union Membership and Job Satisfaction“. ILR Review 48, Nr. 2 (Januar 1995): 222–36. http://dx.doi.org/10.1177/001979399504800202.

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Two seemingly contradictory findings reported in the recent industrial relations literature are that union members are less satisfied with their jobs than are nonmembers and yet are less inclined to leave their jobs. Because those results are based on several national probability samples, the authors argue that they may result from a sampling methodology that confounds union membership with working conditions. In this study, in contrast, which uses data from 1980 and 1986 on union members and nonmembers in three bargaining units in which union membership was not required, it is possible to control for working conditions when examining the effect of union membership on job satisfaction. The results across all three samples indicate no effect of union membership on either job satisfaction or the intent to quit.

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Temesvari, Nauri Anggita, und Desmayanti Br Subakti. „Hubungan Fasilitas Kerja dengan Kepuasan Kerja di Unit Rekam Medis Rumah Sakit“. Jurnal Kesehatan 11, Nr. 2 (24.09.2020): 175. http://dx.doi.org/10.26630/jk.v11i2.1939.

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<p>Job satisfaction in hospitals was needed to improve the performance to be achieved by the hospital. Job satisfaction could have an impact on whether or not happy employees do their jobs. One factor that affects job satisfaction is work facilities. Job satisfaction in the PGI Cikini Hospital medical record unit looks not good. This could be seen from the absence of employees by 15%. The problem complained by employees was the lack of work equipment provided by hospitals. The purpose of this study was to analyze the correlation between work facilities and job satisfaction at medical record unit PGI Cikini Hospital. This study used a cross-sectional study design with a total sample of all employees of the PGI Cikini Hospital Medical Record Unit with a total of 30 persons. The study was conducted from March to December 2019. The instrument used was a questionnaire. Analysis conducted descriptively to display the data of each variable and also analytically with Pearson correlation test to analyze the relationship between work facilities and job satisfaction. There was a strong, positive correlation between work facilities and job satisfaction (rxy=0,609). Work facilities and job satisfaction have a statistically significant linear relationship (p-value 0,000). There was a correlation between work facilities and job satisfaction at medical record unit PGI Cikini Hospital.</p>

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Andrejić, Marko, und Marjan Mirčevski. „The improvement possibilities in the study of the logistics of the military operations“. Vojno delo 72, Nr. 2 (2020): 56–78. http://dx.doi.org/10.5937/vojdelo2002056a.

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The imperative posed by modern logistics systems is aimed at achieving the ability to recognize the request of the users of the logistics service, to shorten the response time and the provision of the service, to rationalize the use of resources and to achieve the highest efficiency. In order to ensure adequate logistics of the Army in the conduct of operations, it is necessary, among other things, to have sufficient human resources, and it is necessary to create personnel through the process of education and upbringing, studying the right contents and the right way. Army operations are large-scale project-type jobs that are complex in terms of organization and technology of execution, are inimitable, employ considerable resources that are limited in principle, require good coordination (coordinated action), homogeneous handling, and skillful management of resources of all kinds. In order to ensure the high quality of Army operations, it is very important to have a balanced view of Army operations between general management interested in the aggregate quality of operations quality and logistics professionals engaged in special and individual specialties within the "aggregate" quality function. It is necessary that the supported system and the logistical system achieve dialectical unity and act more synergistically. The needs of the practice, the demands of the times, and contemporary trends require that more work be done to modernize the way Army operations are studied and the logistics of operations, as the development of higher education science, organization and technology, and the use of forces and resources (resources) require it. The study of the logistics of the Army's operations (and the operations of the Army as a whole) should be done on the principles and logic of a systemic and situational approach, realizing the triune unity of matter, information, and measures. This provides the necessary comprehensive knowledge (as opposed to factual and fragmentary) and avoids the kaleidoscopic picture of reality. General theoretical knowledge in the field of planning and management, project management, quality, and teamwork is an adequate basis for improving the study and operational work on the logistics of operations. The synthesis of available domestic and foreign, civilian and military, theoretical and empirical knowledge of operations logistics and military operations creates a solid starting point for advancing thinking about the logistics of military operations and arouses greater interest in the military and the University of Defense, for this area very important for the country's defense. Changes in access to operations logistics will also trigger changes in access to operations of the military as a whole. By improving the study of the logistics of the operations of the Army, it contributes, among other benefits, to the enhancement of the personnel's personal capacity, the ability of commands and staffs, and the enhancement of the Army's overall operational and functional capabilities and its ability to fulfill constitutional and legal obligations.

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Chen, Yong, Randy Goebel, Guohui Lin, Bing Su und An Zhang. „Open-shop scheduling for unit jobs under precedence constraints“. Theoretical Computer Science 803 (Januar 2020): 144–51. http://dx.doi.org/10.1016/j.tcs.2019.09.046.

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Mosheiov, Gur, und Michal Shadmon. „Minmax earliness–tardiness costs with unit processing time jobs“. European Journal of Operational Research 130, Nr. 3 (Mai 2001): 638–52. http://dx.doi.org/10.1016/s0377-2217(99)00432-4.

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Eaton, Nicola, und Paul Thomas. „Design of primary nursing jobs in a paediatric unit“. British Journal of Nursing 2, Nr. 22 (09.12.1993): 1106–8. http://dx.doi.org/10.12968/bjon.1993.2.22.1106.

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Chen, Y. L., und Y. H. Chin. „Scheduling unit-time jobs on processors with different capabilities“. Computers & Operations Research 16, Nr. 5 (Januar 1989): 409–17. http://dx.doi.org/10.1016/0305-0548(89)90029-4.

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Sun, Hongyang. „Non-clairvoyant scheduling with conflicts for unit-size jobs“. Information Processing Letters 144 (April 2019): 1–8. http://dx.doi.org/10.1016/j.ipl.2018.12.008.

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Huang, Jie, David Levinson, Jiaoe Wang, Jiangping Zhou und Zi-jia Wang. „Tracking job and housing dynamics with smartcard data“. Proceedings of the National Academy of Sciences 115, Nr. 50 (19.11.2018): 12710–15. http://dx.doi.org/10.1073/pnas.1815928115.

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Residential locations, the jobs–housing relationship, and commuting patterns are key elements to understand urban spatial structure and how city dwellers live. Their successive interaction is important for various fields including urban planning, transport, intraurban migration studies, and social science. However, understanding of the long-term trajectories of workplace and home location, and the resulting commuting patterns, is still limited due to lack of year-to-year data tracking individual behavior. With a 7-y transit smartcard dataset, this paper traces individual trajectories of residences and workplaces. Based on in-metro travel times before and after job and/or home moves, we find that 45 min is an inflection point where the behavioral preference changes. Commuters whose travel time exceeds the point prefer to shorten commutes via moves, while others with shorter commutes tend to increase travel time for better jobs and/or residences. Moreover, we capture four mobility groups: home mover, job hopper, job-and-residence switcher, and stayer. This paper studies how these groups trade off travel time and housing expenditure with their job and housing patterns. Stayers with high job and housing stability tend to be home (apartment unit) owners subject to middle- to high-income groups. Home movers work at places similar to stayers, while they may upgrade from tenancy to ownership. Switchers increase commute time as well as housing expenditure via job and home moves, as they pay for better residences and work farther from home. Job hoppers mainly reside in the suburbs, suffer from long commutes, change jobs frequently, and are likely to be low-income migrants.

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Chang, Cheng-Shang, Randolph Nelson und Michael Pinedo. „Scheduling two classes of exponential jobs on parallel processors: structural results and worst-case analysis“. Advances in Applied Probability 23, Nr. 04 (Dezember 1991): 925–44. http://dx.doi.org/10.1017/s0001867800024022.

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In this paper, we consider scheduling problems with m machines in parallel and two classes of job. We assume that all jobs are present at time 0 and there are no further arrivals. The service times of class 1 (2) jobs are independent and exponentially distributed with mean . Each class 1 (2) job incurs a cost c 1 (c 2) per unit of time until it leaves the system. The objective is to minimize the expected total cost, that is the expected weighted sum of completion times. We show that the optimal policy among all preemptive policies is of threshold type. Based on these structural results, we also show that the ratio of the expected weighted sum of completion times under the cµ-rule to that under the optimal rule is less than 1·71.

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Chang, Cheng-Shang, Randolph Nelson und Michael Pinedo. „Scheduling two classes of exponential jobs on parallel processors: structural results and worst-case analysis“. Advances in Applied Probability 23, Nr. 4 (Dezember 1991): 925–44. http://dx.doi.org/10.2307/1427684.

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In this paper, we consider scheduling problems with m machines in parallel and two classes of job. We assume that all jobs are present at time 0 and there are no further arrivals. The service times of class 1 (2) jobs are independent and exponentially distributed with mean . Each class 1 (2) job incurs a cost c1 (c2) per unit of time until it leaves the system. The objective is to minimize the expected total cost, that is the expected weighted sum of completion times. We show that the optimal policy among all preemptive policies is of threshold type. Based on these structural results, we also show that the ratio of the expected weighted sum of completion times under the cµ-rule to that under the optimal rule is less than 1·71.

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Myhren, Hilde, Øivind Ekeberg und Olav Stokland. „Job Satisfaction and Burnout among Intensive Care Unit Nurses and Physicians“. Critical Care Research and Practice 2013 (2013): 1–6. http://dx.doi.org/10.1155/2013/786176.

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Introduction. Nurses and physicians working in the intensive care unit (ICU) may be exposed to considerable job stress. The study aim was to assess the level of and the relationship between (1) job satisfaction, (2) job stress, and (3) burnout symptoms.Methods. A cross-sectional study was performed at ICUs at Oslo University Hospital. 145 of 196 (74%) staff members (16 physicians and 129 nurses) answered the questionnaire. The following tools were used: job satisfaction scale (scores 10–70), modified Cooper's job stress questionnaire (scores 1–5), and Maslach burnout inventory (scores 1–5); high score in the dimension emotional exhaustion (EE) indicates burnout. Personality was measured with the basic character inventory. Dimensions were neuroticism (vulnerability), extroversion (intensity), and control/compulsiveness with the range 0–9.Results. Mean job satisfaction among nurses was 43.9 (42.4–45.4) versus 51.1 (45.3–56.9) among physicians,P<0.05. The mean burnout value (EE) was 2.3 (95% CI 2.2–2.4), and mean job stress was 2.6 (2.5–2.7), not significantly different between nurses and physicians. Females scored higher than males on vulnerability, 3.3 (2.9–3.7) versus 2.0 (1.1–2.9) (P<0.05), and experienced staff were less vulnerable, 2.7 (2.2–3.2), than inexperienced staff, 3.6 (3.0–4.2) (P<0.05). Burnout (EE) correlated with job satisfaction (r=-0.4,P<0.001), job stress (r=0.6,P<0.001), and vulnerability (r=0.3,P=0.003).Conclusions. The nurses were significantly less satisfied with their jobs compared to the physicians. Burnout mean scores are relatively low, but high burnout scores are correlated with vulnerable personality, low job satisfaction, and high degree of job stress.

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Ben-Dati, Lika, Gur Mosheiov und Daniel Oron. „Batch Scheduling on Two-Machine Flowshop with Machine-Dependent Setup Times“. Advances in Operations Research 2009 (2009): 1–10. http://dx.doi.org/10.1155/2009/153910.

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We study a batch scheduling problem on a 2-machine flowshop. We assume unit processing time jobs, batch availability, and machine-dependent setup times. The objective is to find a job allocation to batches of integer size and a batch schedule that minimize makespan. We introduce a very efficient closed form solution for the problem.

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