Relevant bibliographies by topics / Generational Diversity

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Generational Diversity'

Author: Grafiati
Published: 4 June 2021
Last updated: 27 April 2022

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Journal articles on the topic "Generational Diversity"

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Kramer, Linda W. "Generational Diversity." Dimensions of Critical Care Nursing 29, no. 3 (May 2010): 125–28. http://dx.doi.org/10.1097/dcc.0b013e3181d24ba9.

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Johnson, Susan A., and Mary L. Romanello. "Generational Diversity." Nurse Educator 30, no. 5 (September 2005): 212–16. http://dx.doi.org/10.1097/00006223-200509000-00009.

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Hart, Sandra M. "Generational Diversity." JONA: The Journal of Nursing Administration 36, no. 1 (January 2006): 10–12. http://dx.doi.org/10.1097/00005110-200601000-00004.

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McNamara, Sharon A. "Incorporating generational diversity." AORN Journal 81, no. 6 (June 2005): 1149–52. http://dx.doi.org/10.1016/s0001-2092(06)60377-3.

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Clausing, Sherry L., Doris L. Kurtz, Judith Prendeville, and Janet Lynn Walt. "Generational Diversity-The Nexters." AORN Journal 78, no. 3 (September 2003): 373–79. http://dx.doi.org/10.1016/s0001-2092(06)60749-7.

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Ravichandran, Sabthami. "Generational Diversity at Workplace." NHRD Network Journal 14, no. 3 (July 2021): 350–54. http://dx.doi.org/10.1177/26314541211030592.

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The article briefs upon the multiple ways TVS has been engaging its employees for generations. Employees share their experiences and take immense pride in becoming the brand ambassadors of this century-strong and value-filled organisation. From practising a culture of innovation to building an ecosystem that encourages the entrepreneurs, TVS has left its legacy by creating an inclusive and conducive work environment for its employees. The article details on how employees consider being part of the TVS family as a pride of association and further states the revolutionary measures initiated in terms of employee well-being and welfare.
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Stevens, Roxanne Helm. "Managing Human Capital: How to Use Knowledge Management to Transfer Knowledge in Today’s Multi-Generational Workforce." International Business Research 3, no. 3 (June 11, 2010): 77. http://dx.doi.org/10.5539/ibr.v3n3p77.

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The purpose of this exploratory study is to examine knowledge transfer strategies within the framework of a multi-generational workforce. It is common to consider different generational perspectives in the workplace and its impact on knowledge management and transfer strategy. This research compares differences in workforce generations and examines different methods to pass knowledge cross-generationally. Companies must design knowledge transfer strategies conducive to multi-generational workforce dynamics keeping in mind the generational diversity that exists in the workplace. The present study endeavors to provide insight into this issue.
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Waligóra, Łucja, and Agata Austen. "CRITICISM OF THE INTERGENERATIONAL DIVERSITY CONCEPT. TOWARDS DIVERSITY OF EMPLOYEES DUE TO AGE." Zeszyty Naukowe Wyższej Szkoły Humanitas Zarządzanie 20, no. 3 (September 30, 2019): 241–94. http://dx.doi.org/10.5604/01.3001.0013.7252.

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The diversity of employees in organizations has always aroused the interest of employers and specialists in human resource management. Interest in generational diversity has been gradually increasing since the turn of the 21st century. While many researchers support the concept of generation diversity, an increasing number of scientists question the validity of the idea that employees differ not only in age, but above all in values, approach to work or attitude to employer loyalty, have different motivational needs, and other competences. This article discusses the differences between individual, often appearing concepts: generation and cohort, intergenerational and multi-generational. Methodological challenges were also poin¬ted out when trying to thoroughly examine the differences between employees from different generations and between older and younger employees. The article also aims to verify the differences between generational diversity and employee diversity based on age. In addition, the article indicates the observation that the theoretical basis on the issue of generations, as well as previous empirical research, raise a lot of controversy and point to many substantive and research gaps, in contrast to the concept of employee diversity due to age.
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Gavino, Monica, Hamid Mohammadi, John Eber, and Tolulope Bewaji. "Diversity Climate: Does Our Generational Lens Matter?" International Journal of Organizational Diversity 13, no. 1 (2014): 25–38. http://dx.doi.org/10.18848/2328-6261/cgp/v13i01/40178.

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Amayah, Angela Titi, and Julie Gedro. "Understanding generational diversity: Strategic human resource management and development across the generational “divide”." New Horizons in Adult Education and Human Resource Development 26, no. 2 (April 2014): 36–48. http://dx.doi.org/10.1002/nha3.20061.

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Dissertations / Theses on the topic "Generational Diversity"

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Mittermayer, Andreas. "Generational Diversity and the Conflict of Interpretation." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43643.

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During the last years, diversity has been a hot topic for both researchers and professionals. In global markets with an increased competition, appropriate management of diversity within an organization might be highly relevant for the success of a company. One kind of diversity is the differences in ages of an organization’s workforce. Today, up to four different generations, each with different characteristics, attitudes, and peculiarities, work together at the workplace. To ensure fruitful, productive, and effective collaboration, cooperation, and cohabitation, leaders are often responsible to manage intergenerational encounters and to delegate tasks in an appropriate way. In fact, leaders and subordinates of different ages and generations have always had to collaborate in organizations. However, especially in today’s times of rising market pressure, increasing complexity and with various increased demands on organizations, a deeper understanding of how leaders might be able to effectively lead their followers and subordinates is of a high value for themselves and organizations.The purpose of this Thesis is it to examine how leaders should behave in intergenerational encounters, i.e. how they should act and communicate to their followers and subordinates of different ages in a way that makes sense to the latter.Within this Thesis, the methodological approach of Grounded Theory is applied. For this purpose, a qualitative research was conducted in which qualitative data was gathered through an examination of the existing literature about leadership, diversity in organizations, and generations. Additionally, eight interviews with leaders, coaches, and professionals from human resource development departments in organizations were conducted. By analyzing those interviews and combining the findings with data from the existing literature, a concept of A Leader’s Generational Intelligence emerged. This concept is composed of the categories Appropriate Behavior Regarding Other Generations, Open Mental Attitude, and Knowledge and Experience. It is assumed that if leaders possess these three elements, they might be able to perform more effectively in intergenerational encounters and might succeed in their attempts to make sense regarding their followers of different ages.The findings of this Thesis may contribute to the discussion about how to appropriately and effectively manage diversity, especially when it comes to generational diversity. For this reason, the outcome of this Thesis might be valuable for future research but also for leaders and professionals.
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Sayers, Roslyn, and roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective." RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.

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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose challenges and opportunities to workforce management. The first step in managing the generations and their differences is to identify where the differences lie and to understand how best to cope with and exploit these differences. This research, in taking a generational cohort perspective towards analysing the modern workplace, seeks to explore how the different generations view the trends and influences that impact their work; and their attitudes towards technology, communication, work/life balance, organisational loyalty, attraction, engagement and retention. The study uses a multi-phase qualitative approach and includes in-depth interviews with a range of Australian industry experts; discussion groups held with Gen Ys, Gen Xers and Baby Boomer employees, in four organisations across four industry sectors; and in-depth interviews with senior executives in the same four organisations. This research will have significance to all organisations especially those that employ workers from across the generations and who are managing a multigenerational workforce. The findings will have practical application to organisational policy development in areas such as, work/life balance, attraction, engagement and retention of employees, reward and recognition systems, technology in the workplace and training and development. The study adds to the body of knowledge in workforce management, and in particular to the emerging body of knowledge on generational cohort analysis of the workplace in the Australian context. The study found significant generational differences that when harnessed and managed effectively, can contribute to the output and performance of the organisation as a whole.
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McArthur-Grill, Luan. "Generational diversity in a South African corporate: myth or reality? A study investigating the relationship between age and work values." University of the Western Cape, 2011. http://hdl.handle.net/11394/5370.

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Magister Commercii - MCom
Diversity management in South Africa, post 1994, has increasingly become a focal area when considering strategic human resource issues in the corporate environment. To date "traditional" diversity topics have largely centered around the differences in employees' race, culture, gender, language and disability status, and scores of academic and management text has been produced in this regard since the birth of democracy in this country, sixteen years ago. Whilst change on the political front has been vanguard, resultant societal change has largely been ignored by corporate South Africa. The era of equal opportunity has led to changes in income levels, consumer buying power and demographics and has paved the way for a new breed of human capital in the workplace. One particular breed, having been raised in the New South Africa, has shared experiences and backgrounds which are completely different to that of their parents and their grandparents. Their common location in history has dramatically shaped their belief systems and their expectations of life in general, with work life being a major facet thereof. These generational differences has resulted in tensions in the workplace where it has become evident that employees of varying ages are finding it difficult to 'speak the same language'. The concept of generational diversity has its roots in Generational theory, the underlying hypothesis on which this study rests. This hypothesis, as postulated by American researchers, Strauss and Howe (1993), states that every generation has a common set of beliefs and behaviours, a common location in history and a common perceived membership. These in turn shape the generational group's core values and view on life and work. Authors such as Zemke, Raines & Filipczak (2000), Kupperschmidt (2000), and Lancaster & Stillman (2003) point out that understanding the differences that exist between employees of varying ages can potentially enhance organizational culture, increase productivity and minimize conflict. However, very little academic research on this topic has been undertaken in the South African context, and it is against this backdrop that this exploratory study endeavoured to test the hypothesis in a local context. The study surveyed a national group of employees of varying ages, who work for a large financial services organization, headquartered in the Western Cape. The major aim was to develop a hierarchy of work values, suggesting a relative ranking and ordering of important workplace attributes, per generational cohort to either support or disprove the hypothesis.
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Akwuole, Peter C. "Generational Age Differences and Employee Motivation in the Public Sector." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3739.

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Motivation is rarely used as a diversity management strategy, and as a result, little academic research explores the relationship between generational age differences and motivation in public sector management. Using Deci's intrinsic and extrinsic motivation theory as the foundation, the purpose of this correlational design study was to evaluate the relationship between generational age differences and employee motivation in a Maryland government agency. Data were collected through an online survey using the Work Preference Inventory from 35 of the agency's 5585 employees, born between 1946 and 2000. Data were analyzed using one-way analysis of variance with post-hoc tests to assess the relationship between the intrinsic and extrinsic motivations of Baby Boomers, Generation X, and Generation Y. Findings of the ANOVA revealed that there were no statistically significant associations between the 3 generational cohorts regarding intrinsic or extrinsic motivations suggesting that there are no differences among the 3 generations in terms of preferences. However, an analysis of correlations between intrinsic and extrinsic motivations for both Baby Boomers and Generation X were strongly positive at r = .862 and .602 respectively, but strongly negative for Generation Y at r = -0.856. One of the social change implications stemming from this study is the recommendation for public organizations to explore a blend of intrinsic and extrinsic motivations to attract and enhance the longevity of members of each generational group in the public sector. This provides a more balanced and cost effective approach in sustaining generational diversity in the sector through employee motivation. This will benefit the general public because they could receive efficient services offered with minimal personnel cost.
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Phillips, Lisa. "Staff retention and generational diversity : workplace characteristics that predict affective commitment and turnover intentions /." [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20085.pdf.

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Barnes, Nina. "The retention factors of call centre agents at a financial institution in the Western Cape." Thesis, University of the Western Cape, 2013. http://hdl.handle.net/11394/4566.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
The aim of the study was to identify the retention variables highlighted as most important by call centre agents at a financial institution in the Western Cape. In addition, to assess which of the independent variables they place more importance on; and to determine whether differences exist between the retention variables highlighted as most important by the respective age and gender groups.
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Bober, Amy L. "A renewed focus on generational issues in the workplace." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.
Source: Masters Abstracts International, Volume: 45-06, page: 2932. Typescript. Abstract precedes thesis as 2 preliminary leaves (iii-iv). Includes bibliographical references ( leaves 91-93 ).
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Misdi, Masita. "Multigenerational Perspectives on Job Satisfaction among Hotel Employees." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/dissertations/1758.

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Previous research has shown that job satisfaction contributed to better employee engagement and intention to stay in organizations. Hotel employees who are satisfied with their job pursue their job tasks in a quality manner which possibly will establish competitive advantage for hotel organizations. This study extended the prior work of intrinsic motivation from the job itself based on Job Characteristics Model by examining: (1) the differences in job satisfaction of chain hotel employees from three generations; Baby Boomers, Generation X, and Millennials, and (2) to compare and contrast the generational perspectives on job satisfaction. The job satisfaction was measured in terms of the core job characteristics, critical psychological states, aspects of the jobs, and feeling of other employees with similar jobs. The Job Diagnostic Survey (JDS) was used in this study with some demographic questions. A purposive sample of 108 chain hotel employees from five hotel chains in three counties in southern Illinois participated in this survey. One way ANOVA and Welch ANOVA were conducted to investigate the differences between groups. The Games-Howell post-hoc test was used to confirm group differences. Overall differences were found between Baby Boomers and Millennials and between Baby Boomers and Generation X. There were no overall differences found between Generation X and Millennials. The findings indicated that Baby Boomers have the most engagement in the workplace and have more intention to stay in hotel organizations.
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Herzig, Anne, and Jessica Treffler. "Cohabitation in Multigenerational Workplaces : Leader-Follower Relationships between Millennials and Baby Boomers." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-74630.

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Due to a demographic change in today’s society, it often occurs that people from different generations cohabitate in workplaces with each other. Due to this change, we observe a re-orientation of society and its beliefs and values, which affects not only organizations themselves, but also the work relationship between younger and older generations and explicitly the relationship between a leader and a follower. Generational diversity evolves, which can have a positive but also a negative impact on the workforce in organizations. The aim of this master thesis is to give an insight of how generations experience their leader-follower relationships in multigenerational workplaces, on the example of Millennials and Baby Boomers. For this purpose, a tendency to an inductive research approach was chosen. Firstly, a theoretical background is comprised, which includes a description of generations as well as leader-follower relationships. Secondly, a qualitative empirical study was pursued, with interview participants of the Millennial as well as Baby Boomer generation, in either leading or following positions. Based on the empirical data, nine areas of experience were discovered. These include open communication connected with honesty, work climate, mindset towards change, learning from each other, appreciating each other, respect, trust, intensity of relationship and preconceptions. The experiences of Millennials and Baby Boomers in leading as well as following positions can be categorised in these areas. The findings shall serve as a contribution for leaders as well as followers who cohabitate with each other in multigenerational workplaces. The study provides an insight of what Millennials and Baby Boomers value and expect in their workplace today, with the help of which a positive work climate can be ensured.
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Erel, Erinc. "Multi-generational Workforce As A User Group: A Study On Office Environments." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12611328/index.pdf.

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Today, as a result of the improvements especially in the area of medical sciences, conditions of life have changed and the work period has been prolonged. Currently more than one generation has been living together, and even working together. In recent years, it is observed that generationally diverse environments and product or services addressing multi-generational user groups have attracted the attention of particularly the marketing sector and this attention to the generational diversity has become a trend in the design field just as it has in many other areas. This study analyses the design assets of the office environments from the perspective of the important characteristic of the workforce, namely the generational diversity. Designing the office environment by taking only the current and future generations into consideration is not a sufficient way anymore. So, office designers are expected to consider also the older generations existing at the same environment. This trend towards generational diversity has started with the designs and arrangements of home environments
later, due to the advantages it has provided for the organizations&rsquo
success, it has gradually spread towards the designs of office environments. In this study, the work habits of generations have been analyzed initially and then it has been related to the office environments and work cultures. At the end of the study, the effects of multi-generational workforce on the office environment design assets have been discussed.
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Books on the topic "Generational Diversity"

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Burke, Mary Elizabeth. Generational differences survey report. Alexandria, VA: Society for Human Resource Management, 2004.

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Ties to tattoos: Turning generational differences into a competitive advantage. Dallas, Tex: Brown Books Pub., 2009.

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Managing the multi-generational workforce: From the GI generation to the millennials. Farnham: Gower, 2010.

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The multi-generational and aging workforce: Challenges and opportunities. Cheltenham, UK: Edward Elgar Publishing, 2015.

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David, Stillman, ed. When generations collide: Who they are, why they clash, how to solve the generational puzzle at work. New York: HarperBusiness, 2002.

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David, Stillman, ed. When generations collide: Who they are, why they clash, how to solve the generational puzzle at work. New York: HarperBusiness, 2003.

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Jim, Hunt, ed. The Xers & the boomers: From adversaries to allies-- a diplomat's guide : a hundred ways to help them out. Menlo Park, CA: Crisp Publications, 2000.

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Lancaster, Lynne C. When Generations Collide. New York: HarperCollins, 2007.

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Kingson, Eric R. The diversity of the baby boom generation: Implications for their retirement years. Washington, DC: American Association of Retired Persons, 1992.

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Johnson, Meagan. Generations, Inc.: From boomers to linksters--managing the friction between generations at work. New York: AMACOM, 2010.

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Book chapters on the topic "Generational Diversity"

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Jurkiewicz, Carole L. "Age Diversity and Generational Ethics." In Encyclopedia of Business and Professional Ethics, 1–9. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-23514-1_1190-1.

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Hughes, Claretha. "Using Workforce Inter-Personnel Diversity to Alleviate Generational Differences." In Workforce Inter-Personnel Diversity, 107–24. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-03433-7_6.

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Lee, Myeong, Mark Edwin Peterson, Tammy Dam, Bezawit Challa, and Priscilla Robinson. "Multi-generational Stories of Urban Renewal: Preliminary Interviews for Map-Based Storytelling." In Diversity, Divergence, Dialogue, 319–26. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-71305-8_26.

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Parry, Emma, and Peter Urwin. "The Impact of Generational Diversity on People Management." In Managing an Age-Diverse Workforce, 95–111. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230299115_7.

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Touchton, Debra, and Michele Acker-Hocevar. "Generational Diversity and Feminist Epistemology for Building Inclusive, Democratic, Collaborative Community." In Quandaries of the Small-District Superintendency, 91–111. New York: Palgrave Macmillan US, 2015. http://dx.doi.org/10.1057/9781137363251_7.

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Lub, Xander D., Melanie De Ruiter, and Rob Blomme. "‘When You Grew Up …’ or ‘How Old Are You?’ A Review of Theory and Evidence on Generational and Age Differences in Psychological Contracts." In The Palgrave Handbook of Age Diversity and Work, 669–703. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-46781-2_27.

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Klaffke, Martin. "Generation Diversity – Mehr-Generationen-Belegschaften erfolgreich führen." In Handbuch Diversity Kompetenz, 209–23. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-08853-8_17.

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Klaffke, Martin. "Generation Diversity – Mehr-Generationen-Belegschaften erfolgreich führen." In Handbuch Diversity Kompetenz: Gegenstandsbereiche, 1–15. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-08932-0_17-1.

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Ferreira, Gloria Charão, and João M. Ferreira. "Generational Diversity as a Moderator for the Relationship Between Absorptive Capacity and Innovation Performance at Family Firms." In Entrepreneurship and Family Business Vitality, 85–111. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-15526-1_6.

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Haq, Gary. "The forgotten generation." In Diversity and Inclusion in Environmentalism, 118–31. Abingdon, Oxon; New York, N.Y.: Routledge, 2021. |: Routledge, 2021. http://dx.doi.org/10.4324/9781003099185-8.

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Conference papers on the topic "Generational Diversity"

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Biehle, Frederick. "Re-Inventing Public Housing." In 2016 ACSA International Conference. ACSA Press, 2016. http://dx.doi.org/10.35483/acsa.intl.2016.14.

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In Public Housing that Worked Nicholas Bloom championed the success of the New York City Housing Authority, but to do so had to champion bureaucratic workability over architectural value. In fact, his assessment had to disregard the fact that nearly all of the high-rise low-income housing projects are psychologically partitioned island wastelands, anticities within the city. Louis Wirth, Jane Jacobs and now Steven Johnson have offered their generational testaments to density, diversity, mixed use, and continuity- what they considered made urban life meaningful. Steven Connsummarized- “the problem of the 21st century will be how we re-urbanize, how we fix the mistakes of our anti-urban 20th century.”The Pratt Institute UG urban design studio, Re-inventing Public Housing, is intended as one step toward meeting the challenge starting with the question-must we really accept the super block public housing estate for what it is or is there a way to transform and reinterpret it, and by doing so eliminate its stigma, its isolation, and anti-urban grip on the city?
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Fan, Zhihao, Zhongyu Wei, Piji Li, Yanyan Lan, and Xuanjing Huang. "A Question Type Driven Framework to Diversify Visual Question Generation." In Twenty-Seventh International Joint Conference on Artificial Intelligence {IJCAI-18}. California: International Joint Conferences on Artificial Intelligence Organization, 2018. http://dx.doi.org/10.24963/ijcai.2018/563.

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Visual question generation aims at asking questions about an image automatically. Existing research works on this topic usually generate a single question for each given image without considering the issue of diversity. In this paper, we propose a question type driven framework to produce multiple questions for a given image with different focuses. In our framework, each question is constructed following the guidance of a sampled question type in a sequence-to-sequence fashion. To diversify the generated questions, a novel conditional variational auto-encoder is introduced to generate multiple questions with a specific question type. Moreover, we design a strategy to conduct the question type distribution learning for each image to select the final questions. Experimental results on three benchmark datasets show that our framework outperforms the state-of-the-art approaches in terms of both relevance and diversity.
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Rohling, Hermann, Florian Folster, Marc-Michael Meinecke, and Ralph Mende. "A new generation of automotive radar waveform design techniques." In 2004 International Waveform Diversity & Design Conference. IEEE, 2004. http://dx.doi.org/10.1109/iwddc.2004.8317521.

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Ciolino, S., M. Ghavami, and A. H. Aghvami. "Generation of wavelet packets for use in ultra wideband communication systems." In 2004 International Waveform Diversity & Design Conference. IEEE, 2004. http://dx.doi.org/10.1109/iwddc.2004.8317540.

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Biagiola, Matteo, Andrea Stocco, Filippo Ricca, and Paolo Tonella. "Diversity-based web test generation." In ESEC/FSE '19: 27th ACM Joint European Software Engineering Conference and Symposium on the Foundations of Software Engineering. New York, NY, USA: ACM, 2019. http://dx.doi.org/10.1145/3338906.3338970.

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Homescu, A., S. Neisius, P. Larsen, S. Brunthaler, and M. Franz. "Profile-guided automated software diversity." In 2013 IEEE/ACM International Symposium on Code Generation and Optimization (CGO). IEEE, 2013. http://dx.doi.org/10.1109/cgo.2013.6494997.

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Tian, Hongwei, and Weining Zhang. "Extending l-Diversity for Better Data Anonymization." In 2009 Sixth International Conference on Information Technology: New Generations. IEEE, 2009. http://dx.doi.org/10.1109/itng.2009.144.

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Gravina, Daniele, Ahmed Khalifa, Antonios Liapis, Julian Togelius, and Georgios N. Yannakakis. "Procedural Content Generation through Quality Diversity." In 2019 IEEE Conference on Games (CoG). IEEE, 2019. http://dx.doi.org/10.1109/cig.2019.8848053.

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Rozsa, Andras, Ethan M. Rudd, and Terrance E. Boult. "Adversarial Diversity and Hard Positive Generation." In 2016 IEEE Conference on Computer Vision and Pattern Recognition Workshops (CVPRW). IEEE, 2016. http://dx.doi.org/10.1109/cvprw.2016.58.

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Ko, Hyeseon, Junhyuk Lee, Jinhong Kim, Jongwuk Lee, and Hyunjung Shim. "Diversity regularized autoencoders for text generation." In SAC '20: The 35th ACM/SIGAPP Symposium on Applied Computing. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3341105.3373998.

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Reports on the topic "Generational Diversity"

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Matsuo, Hideko, and Koen Matthijs. The life course and subjective well-being across generations – an analysis based on cross-national surveys (2002–2016). Verlag der Österreichischen Akademie der Wissenschaften, July 2021. http://dx.doi.org/10.1553/populationyearbook2021.res4.2.

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This paper identifies subjective well-being trajectories through happiness measures as influenced by time, socio-economic, demographic and behavioural determinants. Hierarchical age-period-cohort models are applied to European Social Survey (2002–2016) data on the population aged 30 and older in 10 countries. A U-shaped relationship between age and happiness is found for some countries, but a rather flat pattern and considerable diversity beyond age 80 are detected for other countries. Lower happiness levels are found for baby boomers (1945–1964) than for preboomers and post-boomers, and also for late boomers (1955–1964) than for early boomers (1945–1954). Women, highly educated and native people are shown to have higher happiness levels than men, less educated and non-native people, respectively. Moreover, a positive assessment of income, having a partner, and being a parent, in good health, employed and socially active are all found to have a positive impact on happiness levels. We find evidence of gaps in happiness levels due to differences in socio-economic characteristics over the life course in some, but not in all of the countries analysed.
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Mizrahi, Itzhak, and Bryan A. White. Exploring the role of the rumen microbiota in determining the feed efficiency of dairy cows. United States Department of Agriculture, October 2011. http://dx.doi.org/10.32747/2011.7594403.bard.

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Expanding world hunger calls for increasing available food resources. Ruminants have the remarkable ability to convert human-indigestible plant biomass into human-digestible food products, due to a complex microbiome residing in the rumen compartment of their upper digestive tract. One way to tackle the problem of diminishing food resources is to increase the animals' energetic efficiency, i.e., the efficiency with which they convert energy from feed, thereby increasing food availability while lowering the environmental burden, as these animals would produce more and eat less. We hypothesize that the cow's feed efficiency is dependent on the taxonomic composition, coding capacity and activity of its reticulorumenmicrobiota. To test this hypothesis, three aims are defined: (1) Evaluation of the feed efficiency of 146 dairy cows and defining two groups representing the highest and lowest 25% using the Israeli group's unique facility; (2) Comparing these two groups for microbiota diversity, identity and coding capacity using next-generation sequencing and metagenomic approaches; (3) Comparing the reticulorumenmicrobiota metabolic activity parameters. We measured feed efficiency in 146 milking cows and analyzed the taxonomic composition, gene content, microbial activity and metabolomic composition of rumen microbiomes from the 78 most extreme animals. Lower richness of microbiome gene content and taxa was tightly linked to higher feed efficiency. Microbiome genes and species accurately predicted the animals' feed-efficiency phenotype. Specific enrichment of microbes and metabolic pathways in each of these microbiome groups resulted in increasing valuable metabolites and decreasing unusable ones such as methane in efficient animals. This ecological and mechanistic understanding of the rumen microbiome could lead to an increase in available food resources and environmentally friendly livestock agriculture.
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Levy, Avraham, Clifford Weil, and Wojtek Pawlowski. Enhancing the Rate of Meiotic Crossing-Over for Plant Breeding. United States Department of Agriculture, January 2009. http://dx.doi.org/10.32747/2009.7696532.bard.

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Meiotic recombination contributes to the generation of biodiversity as well as to genome stability, ensuring the proper segregation of homo logs during meiosis. It is also an essential step in the process of plant breeding. It generates the diversity needed by the breeder for selection of novel varieties. In this project, we have collaborated towards the goals to identify and characterize key genes involved in meiotic recombination. In addition we have shown how some of these genes can be used, through loss of function, or through overexpression, to enhance homologous recombination in Arabidopsis and in maize. Our main achievements can be summarized as follows: 1- To establish a collection of mutants, in Arabidopsis and in maize for candidate genes. In Arabidopsis, insertion mutants were isolated in the following genes: AtMSHI, AtMSH4, AtMSH5, AtMLH3, AtPHSl, and mutants in the Mre11/Rad50/Nbs1 complex. In maize, the TILLING system was established and enabled to isolate mutants in candidate genes, such as Rad2l-4a, Sgo2, and Aml. In addition, we generated phs 1 mutant alleles as well as mutants in the Mre11/Rad50/Nbs1 complex. No mus8l mutants have been found thus far. 2- We showed that mutants in AtMLH3 have decreased rates of crossover, suggesting that overexpression of these genes may enhance crossover. Mutants in AtMSHlhad no effect and mutants in AtMSH4 and 5 showed sterility. Overexpression of these genes might also enhance crossover. The effect of other mutations on crossovers in maize is still being investigated. 3- We showed that overexpression of AtMLH1, RecG and RuvC under a meioticspecific promoter enhances meiotic crossover in Arabidopsis. The effect of PHSloverexpression on crossover is expected to be determined soon. 4- New tools have been developed and perfected to study the recombination genes effect on meiotic crossovers. This includes antibodies, cDNAs and fusion proteins.
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Gur, Amit, Edward Buckler, Joseph Burger, Yaakov Tadmor, and Iftach Klapp. Characterization of genetic variation and yield heterosis in Cucumis melo. United States Department of Agriculture, January 2016. http://dx.doi.org/10.32747/2016.7600047.bard.

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Project objectives: 1) Characterization of variation for yield heterosis in melon using Half-Diallele (HDA) design. 2) Development and implementation of image-based yield phenotyping in melon. 3) Characterization of genetic, epigenetic and transcriptional variation across 25 founder lines and selected hybrids. The epigentic part of this objective was modified during the course of the project: instead of characterization of chromatin structure in a single melon line through genome-wide mapping of nucleosomes using MNase-seq approach, we took advantage of rapid advancements in single-molecule sequencing and shifted the focus to Nanoporelong-read sequencing of all 25 founder lines. This analysis provides invaluable information on genome-wide structural variation across our diversity 4) Integrated analyses and development of prediction models Agricultural heterosis relates to hybrids that outperform their inbred parents for yield. First generation (F1) hybrids are produced in many crop species and it is estimated that heterosis increases yield by 15-30% globally. Melon (Cucumismelo) is an economically important species of The Cucurbitaceae family and is among the most important fleshy fruits for fresh consumption Worldwide. The major goal of this project was to explore the patterns and magnitude of yield heterosis in melon and link it to whole genome sequence variation. A core subset of 25 diverse lines was selected from the Newe-Yaar melon diversity panel for whole-genome re-sequencing (WGS) and test-crosses, to produce structured half-diallele design of 300 F1 hybrids (MelHDA25). Yield variation was measured in replicated yield trials at the whole-plant and at the rootstock levels (through a common-scion grafted experiments), across the F1s and parental lines. As part of this project we also developed an algorithmic pipeline for detection and yield estimation of melons from aerial-images, towards future implementation of such high throughput, cost-effective method for remote yield evaluation in open-field melons. We found extensive, highly heritable root-derived yield variation across the diallele population that was characterized by prominent best-parent heterosis (BPH), where hybrids rootstocks outperformed their parents by 38% and 56 % under optimal irrigation and drought- stress, respectively. Through integration of the genotypic data (~4,000,000 SNPs) and yield analyses we show that root-derived hybrids yield is independent of parental genetic distance. However, we mapped novel root-derived yield QTLs through genome-wide association (GWA) analysis and a multi-QTLs model explained more than 45% of the hybrids yield variation, providing a potential route for marker-assisted hybrid rootstock breeding. Four selected hybrid rootstocks are further studied under multiple scion varieties and their validated positive effect on yield performance is now leading to ongoing evaluation of their commercial potential. On the genomic level, this project resulted in 3 layers of data: 1) whole-genome short-read Illumina sequencing (30X) of the 25 founder lines provided us with 25 genome alignments and high-density melon HapMap that is already shown to be an effective resource for QTL annotation and candidate gene analysis in melon. 2) fast advancements in long-read single-molecule sequencing allowed us to shift focus towards this technology and generate ~50X Nanoporesequencing of the 25 founders which in combination with the short-read data now enable de novo assembly of the 25 genomes that will soon lead to construction of the first melon pan-genome. 3) Transcriptomic (3' RNA-Seq) analysis of several selected hybrids and their parents provide preliminary information on differentially expressed genes that can be further used to explain the root-derived yield variation. Taken together, this project expanded our view on yield heterosis in melon with novel specific insights on root-derived yield heterosis. To our knowledge, thus far this is the largest systematic genetic analysis of rootstock effects on yield heterosis in cucurbits or any other crop plant, and our results are now translated into potential breeding applications. The genomic resources that were developed as part of this project are putting melon in the forefront of genomic research and will continue to be useful tool for the cucurbits community in years to come.
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Fahima, Tzion, and Jorge Dubcovsky. Map-based cloning of the novel stripe rust resistance gene YrG303 and its use to engineer 1B chromosome with multiple beneficial traits. United States Department of Agriculture, January 2013. http://dx.doi.org/10.32747/2013.7598147.bard.

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Research problem: Bread wheat (Triticumaestivum) provides approximately 20% of the calories and proteins consumed by humankind. As the world population continues to increase, it is necessary to improve wheat yields, increase grain quality, and minimize the losses produced by biotic and abiotic stresses. Stripe rust, caused by Pucciniastriiformisf. sp. tritici(Pst), is one of the most destructive diseases of wheat. The new pathogen races are more virulent and aggressive than previous ones and have produced large economic losses. A rich source for stripe-rust resistance genes (Yr) was found in wild emmer wheat populations from Israel. Original Project goals: Our long term goal is to identify, map, clone, characterize and deploy in breeding, novel wild emmer Yr genes, and combine them with multiple beneficial traits. The current study was aiming to map and clone YrG303 and Yr15, located on chromosome 1BS and combine them with drought resistance and grain quality genes. Positional cloning of YrG303/Yr15: Fine mapping of these genes revealed that YrG303 is actually allelic to Yr15. Fine genetic mapping using large segregating populations resulted in reduction of the genetic interval spanning Yr15 to less than 0.1 cM. Physical mapping of the YrG303/Yr15 locus was based on the complete chromosome 1BS physical map of wheat constructed by our group. Screening of 1BS BAC library with Yr15 markers revealed a long BAC scaffold covering the target region. The screening of T. dicoccoidesaccession-specific BAC library with Yr15 markers resulted in direct landing on the target site. Sequencing of T. dicoccoidesBAC clones that cover the YrG303/Yr15 locus revealed a single candidate gene (CG) with conserved domains that may indicate a role in disease resistance response. Validation of the CG was carried out using EMS mutagenesis (loss-of- function approach). Sequencing of the CG in susceptible yr15/yrG303 plants revealed three independent mutants that harbour non-functional yr15/yrG303 alleles within the CG conserved domains, and therefore validated its function as a Pstresistance gene. Evaluation of marker-assisted-selection (MAS) for Yr15. Introgressions of Yr15 into cultivated wheat are widely used now. Recently, we have shown that DNA markers linked to Yr15 can be used as efficient tools for introgression of Yr15 into cultivated wheat via MAS. The developed markers were consistent and polymorphic in all 34 tested introgressions and are the most recommended markers for the introgression of Yr15. These markers will facilitate simultaneous selection for multiple Yr genes and help to avoid escapees during the selection process. Engineering of improved chromosome 1BS that harbors multiple beneficial traits. We have implemented the knowledge and genetic resources accumulated in this project for the engineering of 1B "super-chromosome" that harbors multiple beneficial traits. We completed the generation of a chromosome including the rye 1RS distal segment associated with improved drought tolerance with the Yr gene, Yr15, and the strong gluten allele 7Bx-over-expressor (7Bxᴼᴱ). We have completed the introgression of this improved chromosome into our recently released variety Patwin-515HP and our rain fed variety Kern, as well as to our top breeding lines UC1767 and UC1745. Elucidating the mechanism of resistance exhibited by Yr36 (WKS1). The WHEAT KINASE START1 (WKS1) resistance gene (Yr36) confers partial resistance to Pst. We have shown that wheat plants transformed with WKS1 transcript are resistant to Pst. WKS1 is targeted to the chloroplast where it phosphorylates the thylakoid-associatedascorbateperoxidase (tAPX) and reduces its ability to detoxify peroxides. Based on these results, we propose that the phosphorylation of tAPX by WKS1 reduces the ability of the cells to detoxify ROS and contributes to cell death. Distribution and diversity of WKS in wild emmer populations. We have shown that WKS1 is present only in the southern distribution range of wild emmer in the Fertile Crescent. Sequence analysis revealed a high level of WKS1 conservation among wild emmer populations, in contrast to the high level of diversity observed in NB-LRR genes. This phenomenon shed some light on the evolution of genes that confer partial resistance to Pst. Three new WKS1 haplotypes displayed a resistance response, suggesting that they can be useful to improve wheat resistance to Pst. In summary, we have improved our understanding of cereals’ resistance mechanisms to rusts and we have used that knowledge to develop improved wheat varieties.
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