Relevant bibliographies by topics / Organizational patternsm

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Academic literature on the topic 'Organizational patternsm'

Author: Grafiati

Published: 4 June 2021

Last updated: 10 February 2022

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Journal articles on the topic "Organizational patternsm"

Booch, Grady. "Architectural Organizational Patterns." IEEE Software 25, no. 3 (May 2008): 18–19. http://dx.doi.org/10.1109/ms.2008.56.

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Mousa, Wisam Ibrahim, Ameer Jawad Kadhim Al-msary, and Oday Hussein Ali. "Patterns of the Organizational Structure and its Impact in Meeting the Requirements of the Learn Organization: Applied Research in the Distribution Company of Oil Products in Basra." International Journal of Psychosocial Rehabilitation 24, no. 03 (February 18, 2020): 1199–214. http://dx.doi.org/10.37200/ijpr/v24i3/pr200871.

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Kolp, Manuel, and Stéphane Faulkner. "Patterns for Organizational Modeling." International Journal of Enterprise Information Systems 3, no. 3 (July 2007): 1–22. http://dx.doi.org/10.4018/jeis.2007070101.

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Ardito, Carmelo, Ugo Barchetti, Antonio Capodieci, Annalisa Guido, and Luca Mainetti. "Business Process Design Meets Business Practices Through Enterprise Patterns." International Journal of e-Collaboration 10, no. 1 (January 2014): 57–73. http://dx.doi.org/10.4018/ijec.2014010104.

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Every day companies deal with internal problems in order to manage human resources during the execution of business processes. The ability to quickly identify and rapidly apply effective business practices to recurring problems becomes crucial in order to improve the efficiency of the organization. To seize the opportunity of adapting their business practices to emerging organizational forms (Extended Enterprise, Virtual Enterprise) and to reuse the expertise of knowledge workers – who are central to an organization's success – companies are required to face several challenges. This paper presents a set of business patterns useful in resolving emerging organizational issues to support the activities of knowledge workers, increase their productivity and their ability to find the information they need, and enable collaboration with colleagues without changing their habits. Also it describes a real case study and a software system that allows companies to introduce these business patterns in the workplace, adopting an Enterprise 2.0 approach.

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Yanti, Maria Fifi, and Henni Gusfa. "HIPMI ORGANIZATION COMMUNICATION PATTERNS IN THE "HIPMI GOES TO SCHOOL" PROGRAM." International Journal of Research -GRANTHAALAYAH 8, no. 4 (May 12, 2020): 327–39. http://dx.doi.org/10.29121/granthaalayah.v8.i4.2020.47.

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The Indonesian Young Entrepreneurs Association (HIPMI) is an organization focused on developing entrepreneurship among Indonesia's young generation. This study intends to determine the communication patterns of HIPMI in implementing HIPMI Goes to School. This study aims to identify the flow of messages, barriers in the communication patterns of HIPMI through the HIPMI Goes to School program to foster the spirit of Social Entrepreneur in Indonesia's young generation. This research uses a case study method with a paradigm of the constructivist approach. Data obtained through in-depth interviews, literature study, observation, and internet searching. The data analysis techniques are carried out, through several stages, namely data reduction, data collection, data presentation, drawing conclusions, and evaluations. The results of the HIPMI organizational communication pattern research in implementing the HIPMI Goes to School program is the Triangle Pipe pattern. The obstacles in the organization's communication patterns in the HIPMI Goes to School activities are more on the busyness and time distribution of members who have other duties besides organizational tasks. The role in organizational communication patterns in HIPMI Goes to School activities is carried out following their respective responsibilities, both those that act as opinion leaders, gatekeepers, bridges, cosmopolites, liaison, and isolates.

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Laing, Angus, and Seonaidh Cotton. "Patterns of inter-organizational purchasing." European Journal of Purchasing & Supply Management 3, no. 2 (June 1997): 83–91. http://dx.doi.org/10.1016/s0969-7012(96)00020-2.

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Johnson, Cathryn, Stephanie J. Funk, and Jody Clay-Warner. "Organizational Contexts and Conversation Patterns." Social Psychology Quarterly 61, no. 4 (December 1998): 361. http://dx.doi.org/10.2307/2787035.

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Salem, Philip J., and C. Erik Timmerman. "Emergent Patterns in Organizational Communication." Management Communication Quarterly 31, no. 1 (December 30, 2016): 153–56. http://dx.doi.org/10.1177/0893318916680760.

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Pentland, Brian T., and Thorvald Hærem. "Organizational Routines as Patterns of Action: Implications for Organizational Behavior." Annual Review of Organizational Psychology and Organizational Behavior 2, no. 1 (April 10, 2015): 465–87. http://dx.doi.org/10.1146/annurev-orgpsych-032414-111412.

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Glor, Eleanor D. "Identifying Organizational Patterns: Normative and Empirical Criteria for Organizational Redesign." Journal of Public Affairs Education 14, no. 3 (December 2008): 311–33. http://dx.doi.org/10.1080/15236803.2008.12001528.

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Dissertations / Theses on the topic "Organizational patternsm"

Freney, Peter J., and n/a. "A tale of two schools : two organizational patterns for catering for the gifted." University of Canberra. Education, 1990. http://erl.canberra.edu.au./public/adt-AUC20060710.143917.

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During the past decade, an increase in activity associated with the education of the gifted has been evident. This study provides a social and evaluative framework from which to view two organizational means of making educational provision for gifted students. In-class provision in one school is compared statistically and descriptively with a partial withdrawal system in another. The Stake evaluation model was used to provide a focus and classification system for the collection and processing of naturalistic data. Group tests of ability, attainment and attitudes were administered in order to obtain some more objective data. Evolutionary changes in the schools during the twelve month period make for difficulties in comparison; the reasons for the changes occuring highlight the difficulties which classroom teachers have in understanding and coming to grips with teaching gifted students. Any advantage in terms of student outcomes was weighted towards the school with in-class provision. The writer postulates that this was due to the collective responsibility, or ownership of the program, assumed by the teachers in this school, as opposed to the situation in the other school, where only one teacher, the withdrawal teacher, was prepared to assume this responsibility. This study will provide valuable insight for any professionals who wish to undertake similar programs.

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Sam, Michael P. "Patterns of organizational politics in national sport organizations, accounts and perceptions of executive directors." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0003/MQ46275.pdf.

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Rodrigues, Indiana P. F. "Patterns of influence in management decision making : analysis of decision processes in four types of Brazilian organizations." Thesis, University of Bradford, 1987. http://hdl.handle.net/10454/3904.

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The distribution of influence in organizational decisions is analysed in relation to institutional frameworks and characteristics inherent to decision topics. Distribution of influence is defined as the concentration of participants in decision process and their specific capability to influence decision outcomes. This definition encompasses two dimensions which are: participation in the decision processes and effective influence upon the decision outcomes. Institutional frameworks are distinguished according to the loci of their genesis and existence, that are: the focal organization the task-environment and the larger social context. Six characteristics inherent to decision topics are identified as related to variables defined as properties of decision. The analysis is carried out at two distinct stages. At the first stage, it examines the relationships of the institutional frameworks - existing at the organization and the task environment level - and of the properties of decisions with the distribution of influence in decision processes. At the second stage, the patterns of influence that emerged out of the first stage of analysis are analysed in terms of cultural traits prevailing in Brazilian society. The results point to variation in the distribution of influence in decision processes associated with factors of the taskenvironment, of the context of the organizations and characteristics inherent to decision topics. But they do not provide a wholly satisfactory explanation of such variation. A more general pattern of influence in management decisionmahing, characterized by low level of participation and high centre of influence in decision processes, appears as the dominant profile of the distribution of influence in Brazilian organizations. Interpreted in the light of the Brazilian social context, this pattern of influence in management decision making shows pervasive cultural traits, identified in the macro social system. Comparing the patterns of influence in management decisionmaking in Brazil and Britain, similarities and differences come to light. The comparative analysis corroborates the argument that patterns of influence in management decision making are bound to contingent as much as to institutional factors.

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Hunter, Kierstyn. "Gendering Organizational Learning| Describing Gendered Patterns in Formal and Informal Organizational Learning." Thesis, Prescott College, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10120219.

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This study explored organizational learning from a feminist perspective, similar to feminist critiques of organizational culture, and offers an analysis of individual’s perceptions of gender dynamics in organizational learning. Mainstream literature on organizational learning is based upon gender-blind assumptions in theory and practice. This study examined those assumptions with a feminist lens. Constructivist epistemology, a feminist interpretive lens, and phenomenological and feminist methodologies guide this research, which asks, what does gender equal organizational learning look like? Fourteen senior leaders of a small New England college were interviewed to better understanding their experience of gender and collective learning at a small liberal arts college. Feminist analysis of the in-depth interviews revealed patterns of gender dynamics and a distinction between informal and formal organizational learning. Informal learning affected elements of formal organizational learning, raising questions about the ways culture is enacted in organizations. Gendered experiences of voice, participation, and power are among the key findings that problematize mainstream organizational learning theory and suggest that different genders have dissimilar experiences of the participatory and strategic development of their organization. This research sheds light on the emancipatory potential of organizational learning, showing the ways organizational learning is both aa reflection of the culture and a means to change culture and advance gender equality.

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Niwe, Moses. "Organizational patterns for knowledge capture in B2B engagements." Doctoral thesis, Stockholm : Department of Computer and Systems Sciences, Stockholm University, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-38631.

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Chapman, Christopher Spence. "Accountants in organizational networks : mapping patterns of interfunctional communication." Thesis, London School of Economics and Political Science (University of London), 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.309123.

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The search for rules governing the successful management of organizations in different environments and following different strategies is well established. One central thread that runs through such contingency-type studies is that; as uncertainty increases, so does the necessity for more complex forms of communication and control. From such a premise it does not seem unreasonable to expect that systematic differences should be found in accounting across different organizations. The tools used for exploring such differences in this thesis are strongly influenced by one further line of reasoning; by separating accounting in organizations from the people in organizations involved with it any attempt at understanding the linkages between accounting and organizational control is likely to be severely hampered. In order to put forward these two lines of reasoning, this thesis draws on a series of social network studies carried out in four organizations in the UK Clothing and Textiles Industry. By directly investigating communication patterns within different organizations it becomes possible to shed some light on the issue of how accounting is implicated in the functioning of these organizations. Analysis of these patterns is presented in a series of organizational communication 'maps' alongside various descriptive statistics. With the aid of these, the roles of accountants and accounting are explored and compared across organizations following different strategies and facing different competitive environments.

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Ekwueme, Osaeloka Christiandolus. "Nigerian Hospital-Based Interprofessional Collaborative Patterns and Organizational Implications." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6011.

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Interprofessional collaboration is recognized as the innovative, evidence-based strategy that strengthens health systems and improves performance and health outcomes. While resource-rich countries have benefited much from the implementation of this initiative, literature is scarce regarding sub-Sahara Africa. This quantitative cross-sectional descriptive study described the extent of interprofessional collaborative practice at the tertiary care level in Nigeria and its implications on patient health outcomes, professionals' performance, satisfaction, and healthy practice environment. The relational coordination theory (RCT) provided the conceptual framework for the study. Key research questions were on the association between the extents of interprofessional practice and each of the outcome implications. Data were collected using a questionnaire survey and were analyzed using means, standard deviations, t tests, correlation and regression statistics, and Chi-square tests. Results showed that the health professionals rated the practice of interprofessional collaboration low and perceived that the extents of the practice negatively affected patient's mortality, professionals' work performance, job satisfaction, and the frequency of interprofessional conflicts and strike actions. Recommendations included policy formulation and implementation, commitment and willingness by the health professionals to teamwork and patient-centered care. The implications for positive social change is that these results could be used as a tool to advocate for policy formulation and policy change for effective implementation of interprofessional collaboration; and as a database for future training intervention on collaborative practices among health professionals.

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Großer, Birgit Verfasser], Ulrike [Akademischer Betreuer] [Baumöl, Ulrike [Gutachter] Baumöl, and Stefan [Gutachter] Smolnik. "Integration of virtual teams into an organization : Insights through revealing organizational patterns / Birgit Großer ; Gutachter: Ulrike Baumöl, Stefan Smolnik ; Betreuer: Ulrike Baumöl." Hagen : FernUniversität in Hagen, 2019. http://d-nb.info/1196348529/34.

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Pufal, Nathália Amarante. "The patterns of company : firm and organization." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2017. http://hdl.handle.net/10183/163810.

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Desde as primeiras discussões sobre o processo de criação de riqueza, avançando para o mainstream econômico, as empresas eram consideradas perfeitamente racionais, realizando suas atividades de acordo com a mesma combinação de fatores. No entanto, invalidando a hipótese geral da função de produção com lucro máximo e dissolvendo o pressuposto de equilíbrio, a economia industrial trouxe uma nova perspectiva sobre a realidade. A economia industrial mostrou que os agentes econômicos, as empresas, são diferentes uns dos outros. A abordagem foi então invertida: em vez de "por que as empresas deveriam ser iguais?", a questão passou a ser "por que as empresas diferem?". A partir de então, as diferenças entre empresas sob restrições reais entraram em destaque, especialmente no que diz respeito ao desempenho: por que algumas empresas prosperam, enquanto outras fracassam? É fundamental, portanto, compreender que qualquer empresa existente é, ao mesmo tempo, uma firma, i.e, o agente econômico que desenvolve e transaciona bens e serviços, e uma organização, i.e., a estrutura para coordenar eficientemente a produção desses bens e serviços. Se as empresas são diferentes, então há diferentes padrões de organização da firma. Nesse sentido, para cada diferente conhecimento, rotinas e habilidades organizacionais, as empresas apresentarão diferentes capacidades. Sendo assim, pode-se dizer que as firmas são organizadas de acordo com suas capacidades. No entanto, o que significa de fato organização da firma? O que é uma firma organizada? Em que tipo de esforço deve a estrutura de coordenação da firma depender? Qual é a organização adequada para diferentes tipos de firmas? Com o objetivo de responder a essas perguntas, o principal objetivo da presente pesquisa é identificar diferentes padrões de empresa, considerando a combinação firma-organização. O objetivo é alcançado a partir da análise de dados secundários do projeto “Caminhos de Inovação na Indústria Brasileira”, coordenado pelo Núcleo de Estudos em Inovação (NITEC) e realizado no período de 2010 a 2015. O projeto foi baseado em um modelo de capacidades de inovação que abrange capacidades relacionadas tanto à firma quanto à organização. Foram analisados os dados quantitativos coletados na pesquisa realizada em 1331 empresas industriais. Análise fatorial, análise de agrupamentos, correlação de Pearson, regressão múltipla e análise descritiva foram os métodos utilizados. Os resultados demonstram quatro padrões diferentes de empresa: empresas quase equilibradas, empresas baseadas na firma, empresas baseadas em organização avançada e empresas baseadas em organização básica. Ao detalhar os diferentes padrões de empresa, é possível compreender o que está por trás da inovação e da desorganização dentro das empresas analisadas. Os quatro padrões identificados sugerem que as empresas podem agir em prol da eficácia, da estabilidade ou do cumprimento do seu potencial inovador ao longo do tempo. Nesse sentido, a desorganização aparece sempre que firma e organização estão desequilibradas. No entanto, isso pode ser momentâneo, como uma consequência natural da inovação, ou permanente, como consequência de ineficiência interna. Como conclusão, é possível sugerir que não existe uma única melhor combinação entre firma e organização, mas existem combinações diferentes para posicionamentos diferentes e, assim, diferentes desempenhos. Nesse sentido, a empresa desorganizada é a empresa que não tem a organização adequada para garantir seus melhores resultados em um dado momento. A partir dos resultados identificados, este estudo pode ajudar empresários a entender que ser uma empresa baseada em organização é arriscado se a empresa não apresentar um nível adequado e alinhado de desenvolvimento. O estudo elucida as direções a serem seguidas pelas empresas que visam avançar a complexidade da firma rumo a uma empresa mais equilibrada e direções a serem seguidas por empresas que já apresentam resultados satisfatórios, dado o posicionamento de cada uma delas. Como contraponto, o estudo também esclarece a importância do alinhamento entre as agências reguladoras e a direção da competitividade de uma nação. Ao fazê-lo, o estudo pode ajudar a elucidar aos decisores políticos que as políticas de inovação devem centrar-se nas inovações relacionadas principalmente à esfera da firma, para, mais tarde, a organização ser estruturada – e não vice-versa.

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Hatcher, Melanie J. "Activity patterns and organization within ant nests." Thesis, University of Bath, 1992. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.332313.

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Books on the topic "Organizational patternsm"

Coplien, James O. Organizational patterns of agile software development. Upper Saddle River, NJ: Pearson Prentice Hall, 2005.

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David, Kane, and Wilson James R, eds. Software architecture: Organizational principles and patterns. Upper Saddle River, NJ: Prentice Hall, 2001.

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Keidel, Robert W. Seeing organizational patterns: A new theory and language of organizational design. Washington, D.C: Beard Books, 2005.

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Seeing organizational patterns: A new theory and language of organizational design. San Francisco: Berrett-Koehler Publishers, 1995.

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Prybil, Lawrence D. Governance in large nonprofit health systems: Current profile and emerging patterns. [Lexington, Kentucky]: Commonwealth Center for Governance Studies, 2012.

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Lawrence, Paul R. The changing of organizational behavior patterns: A case study of decentralization. New Brunswick (U.S.A.): Transaction Publishers, 1991.

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Tebby, Susan. Patterns of organization in constructed art. Leicester: Leicester Polytechnic, 1985.

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Neuijen, Jan Abraham. Diagnosing organizational cultures: Patterns of continuance and change. Groningen: Wolters-Noordhoff, 1992.

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Agile adoption patterns: A roadmap to organizational success. Upper Saddle River, NJ: Addison-Wesley Professional, 2008.

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Holec, Miroslav. Patterns of organization structure in marketing activities. Prague: Institute of Management Prague, 1986.

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Book chapters on the topic "Organizational patternsm"

Antonijević, Smiljana. "Organizational Patterns." In Amongst Digital Humanists, 103–33. New York: Palgrave Macmillan US, 2015. http://dx.doi.org/10.1057/9781137484185_5.

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Taylor, John T., and Wayne T. Taylor. "File Organization and Naming." In Patterns in the Machine, 163–73. Berkeley, CA: Apress, 2021. http://dx.doi.org/10.1007/978-1-4842-6440-9_12.

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Pervin, Lawrence A. "Pattern and Organization." In Fifty Years of Personality Psychology, 69–84. Boston, MA: Springer US, 1993. http://dx.doi.org/10.1007/978-1-4899-2311-0_5.

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Bohne, Eberhard. "Performance Patterns of the WTO." In The World Trade Organization, 118–64. London: Palgrave Macmillan UK, 2010. http://dx.doi.org/10.1057/9780230277380_6.

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Kolp, Manuel, Paolo Giorgini, and John Mylopoulos. "Organizational Patterns for Early Requirements Analysis." In Notes on Numerical Fluid Mechanics and Multidisciplinary Design, 617–32. Cham: Springer International Publishing, 2003. http://dx.doi.org/10.1007/3-540-45017-3_41.

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Minkenberg, Michael. "Contents: Organizational Patterns and Ideological Profiles." In The Radical Right in Eastern Europe, 67–97. New York: Palgrave Macmillan US, 2017. http://dx.doi.org/10.1057/978-1-137-56332-3_4.

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Kohonen, Teuvo. "Pattern Mathematics." In Self-Organization and Associative Memory, 30–67. Berlin, Heidelberg: Springer Berlin Heidelberg, 1989. http://dx.doi.org/10.1007/978-3-642-88163-3_2.

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Kohonen, Teuvo. "Pattern Recognition." In Self-Organization and Associative Memory, 185–209. Berlin, Heidelberg: Springer Berlin Heidelberg, 1989. http://dx.doi.org/10.1007/978-3-642-88163-3_7.

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Kohonen, Teuvo. "Pattern Mathematics." In Self-Organization and Associative Memory, 30–67. Berlin, Heidelberg: Springer Berlin Heidelberg, 1988. http://dx.doi.org/10.1007/978-3-662-00784-6_2.

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Kohonen, Teuvo. "Pattern Recognition." In Self-Organization and Associative Memory, 185–209. Berlin, Heidelberg: Springer Berlin Heidelberg, 1988. http://dx.doi.org/10.1007/978-3-662-00784-6_7.

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Conference papers on the topic "Organizational patternsm"

Eloranta, Veli-Pekka. "Organizational patterns." In the 10th Travelling Conference. New York, New York, USA: ACM Press, 2016. http://dx.doi.org/10.1145/3022636.3022638.

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Khail, Waheedullah Sulaiman, and Valentino Vranić. "Treating Pattern Sublanguages as Patterns with an Application to Organizational Patterns." In EuroPLoP '17: European Conference on Pattern Languages of Programs. New York, NY, USA: ACM, 2017. http://dx.doi.org/10.1145/3147704.3147710.

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Washizaki, Hironori, Masashi Kadoya, Yoshiaki Fukazawa, and Takeshi Kawamura. "Network Analysis for Software Patterns Including Organizational Patterns in Portland Pattern Repository." In 2014 Agile Conference (AGILE). IEEE, 2014. http://dx.doi.org/10.1109/agile.2014.12.

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Frtala, Tomas, and Valentino Vranic. "Animating Organizational Patterns." In IEEE/ACM 8th International Workshop on Cooperative and Human Aspects of Software Engineering (CHASE 2015). IEEE, 2015. http://dx.doi.org/10.1109/chase.2015.8.

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Porekar, Jan, Aljosa Jerman-Blazic, and Tomaz Klobucar. "Towards Organizational Privacy Patterns." In Second International Conference on the Digital Society. IEEE, 2008. http://dx.doi.org/10.1109/icds.2008.27.

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Pei, Le. "Patterns and Generation Strategies of Organizational Culture Driven by Innovation in Non-Profit Organization." In Proceedings of the 2019 2nd International Conference on Education, Economics and Social Science (ICEESS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iceess-19.2019.51.

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de Sa Sousa, Henrique Prado, and Julio Cesar Sampaio do Prado Leite. "Requirement Patterns for Organizational Modeling." In 2017 IEEE 25th International Requirements Engineering Conference Workshops (REW). IEEE, 2017. http://dx.doi.org/10.1109/rew.2017.79.

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Seibt, Tatjana, and Michael Hager. "Behavioral Patterns and Organizational Commitment." In Proceedings of the International Conference on Economics, Management and Technology in Enterprises 2019 (EMT 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/emt-19.2019.21.

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Vranić, Valentino, Aleksandra Vranić, and Waheedullah Sulaiman Khail. "Growing Organizations with Patterns." In EuroPLoP '20: European Conference on Pattern Languages of Programs 2020. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3424771.3424903.

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Solms, Fritz. "Supporting Organizational Qualities Through Architectural Patterns." In 18th International Conference on Enterprise Information Systems. SCITEPRESS - Science and and Technology Publications, 2016. http://dx.doi.org/10.5220/0005836105940599.

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Reports on the topic "Organizational patternsm"

El Asmar, Francesca. Claiming and Reclaiming the Digital World as a Public Space: Experiences and insights from feminists in the Middle East and North Africa. Oxfam, November 2020. http://dx.doi.org/10.21201/2020.6874.

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This paper seeks to highlight the experiences and aspirations of young women and feminist activists in the MENA region around digital spaces, safety and rights. It explores individual women’s experiences engaging with the digital world, the opportunities and challenges that women’s rights and feminist organizations find in these platforms, and the digital world as a space of resistance, despite restrictions on civic space. Drawing on interviews with feminist activists from the region, the paper sheds light on women’s online experiences and related offline risks, illustrates patterns and behaviours that prevailed during the COVID-19 pandemic.

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Collins, Clarence O., and Tyler J. Hesser. altWIZ : A System for Satellite Radar Altimeter Evaluation of Modeled Wave Heights. Engineer Research and Development Center (U.S.), February 2021. http://dx.doi.org/10.21079/11681/39699.

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This Coastal and Hydraulics Engineering Technical Note (CHETN) describes the design and implementation of a wave model evaluation system, altWIZ, which uses wave height observations from operational satellite radar altimeters. The altWIZ system utilizes two recently released altimeter databases: Ribal and Young (2019) and European Space Agency Sea State Climate Change Initiative v.1.1 level 2 (Dodet et al. 2020). The system facilitates model evaluation against 1 Hz1 altimeter data or a product created by averaging altimeter data in space and time around model grid points. The system allows, for the first time, quantitative analysis of spatial model errors within the U.S. Army Corps of Engineers (USACE) Wave Information Study (WIS) 30+ year hindcast for coastal United States. The system is demonstrated on the WIS 2017 Atlantic hindcast, using a 1/2° basin scale grid and a 1/4° regional grid of the East Coast. Consistent spatial patterns of increased bias and root-mean-square-error are exposed. Seasonal strengthening and weakening of these spatial patterns are found, related to the seasonal variation of wave energy. Some model errors correspond to areas known for high currents, and thus wave-current interaction. In conjunction with the model comparison, additional functions for pairing altimeter measurements with buoy data and storm tracks have been built. Appendices give information on the code access (Appendix I), organization and files (Appendix II), example usage (Appendix III), and demonstrating options (Appendix IV).

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Fernandez, Katya, and Cathleen Clerkin. The Stories We Tell: Why Cognitive Distortions Matter for Leaders. Center for Creative Leadership, June 2021. http://dx.doi.org/10.35613/ccl.2021.2045.

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"This study explored whether leaders’ thought patterns (specifically cognitive distortions) and emotion regulation strategies (specifically cognitive reappraisal, cognitive defusion, and expressive suppression) relate to their work experiences. Findings suggest that leaders’ cognitive distortions are related to their work experiences and that emotion regulation strategies can help leaders mitigate the effects of cognitive distortions. More specifically, the results of this study offer the following insights: • Leaders’ cognitive distortions related to all examined workplace topics (role ambiguity, role conflict, social support, perceived organizational support, job satisfaction, and burnout). • Leaders’ use of emotion regulation strategies (cognitive reappraisal and cognitive defusion) mitigated the impact their cognitive distortions had on burnout, specifically. • Attempting to suppress emotional responses was relatively ineffective compared to the other two emotion regulation strategies (cognitive reappraisal and cognitive defusion). These insights suggest that certain emotion regulation strategies may be helpful in ameliorating the deleterious effects of cognitive distortions on leaders’ burnout. The current paper provides an overview of the different cognitive distortions and emotion regulation strategies explored and includes advice on what leaders can do to more effectively notice and manage cognitive distortions that emerge during distressing situations. "

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Forced sexual relations among married young women in developing countries. Population Council, 2004. http://dx.doi.org/10.31899/pgy22.1007.

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Recent research in developing countries suggests that a considerable number of young women may experience forced sex within marriage, but most women may be inhibited from reporting these experiences due to shame, fear of reprisal, or deep-rooted unequal gender norms. In September 2003, a global consultative meeting on nonconsensual sex among young people in developing countries was held in New Delhi, India. The meeting was organized by the Population Council in collaboration with World Health Organization/Department of Reproductive Health and Research, and Family Health International/YouthNet. Participants included researchers, legal analysts, representatives from community-based NGOs, policy-makers, and young people themselves. Papers highlighting the nature and prevalence of coercion among married young women were presented. Sessions examined the following issues in relation to nonconsensual sex: experiences of young females and males: prevalence, forms, and contexts; youth perspectives; patterns of transactional sex; roles of the legal system; outcomes of coercion at the individual and community level; interventions to prevent nonconsensual sex and to support and treat victims; and research design and methods. Several recommendations for action to address factors that heighten young women’s vulnerability to coercive sexual relationships within marriage were presented.

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