Environments of Acitive Galaxies

This dissertation presents studies on the environments of active galaxies. Paper I is a case study of a cluster of galaxies containing BL Lac object RGB 1745+398. We measured the velocity dispersion, mass, and richness of the cluster. This was one of the most thorough studies of the environments of a BL Lac object. Methods used in the paper could be used in the future for studying other clusters as well. In Paper II we studied the environments of nearby quasars in the Sloan Digital Sky Survey (SDSS). We found that quasars have less neighboring galaxies than luminous inactive galaxies. In the large-scale structure, quasars are usually located at the edges of superclusters or even in void regions. We concluded that these low-redshift quasars may have become active only recently because the galaxies in low-density environments evolve later to the phase where quasar activity can be triggered. In Paper III we extended the analysis of Paper II to other types of AGN besides quasars. We found that different types of AGN have different large-scale environments. Radio galaxies are more concentrated in superclusters, while quasars and Seyfert galaxies prefer low-density environments. Different environments indicate that AGN have different roles in galaxy evolution. Our results suggest that activity of galaxies may depend on their environment on the large scale. Our results in Paper III raised questions of the cause of the environment-dependency in the evolution of galaxies. Because high-density large-scale environments contain richer groups and clusters than the underdense environments, our results could reflect smaller-scale effects. In Paper IV we addressed this problem by studying the group and supercluster scale environments of galaxies together. We compared the galaxy populations in groups of different richnesses in different large-scale environments. We found that the large-scale environment affects the galaxies independently of the group richness. Galaxies in low-density environments on the large scale are more likely to be star-forming than those in superclusters even if they are in groups with the same richness. Based on these studies, the conclusion of this dissertation is that the large-scale environment affects the evolution of galaxies. This may be caused by different “speed” of galaxy evolution in low and high-density environments: galaxies in dense environments reach certain phases of evolution earlier than galaxies in underdense environments. As a result, the low-density regions at low redshifts are populated by galaxies in earlier phases of evolution than galaxies in high-density regions.

Dynamical and Chemical Structure of Galactic Halos

This doctoral dissertation presents studies of the formation and evolution of galaxies, through observations and simulations of galactic halos. The halo is the component of galaxies which hosts some of the oldest objects we know of in the cosmos; it is where clues to the history of galaxies are found, for example, by how the chemical structure is related to the dynamics of objects in the halo. The dynamical and chemical structure of halos, both in the Milky Way’s own halo, and in two elliptical galaxies, is the underlying theme in the research. I focus on the density falloff and chemistry of the two external halos, and on the dynamics, density falloff, and chemistry of the Milky Way halo. I first study galactic halos via computer simulations, to test the long- term stability of an anomalous feature recently found in kinematics of the Milky Way’s metal-poor stellar halo. I find that the feature is transient, making its origin unclear. I use a second set of simulations to test if an initially strong relation between the dynamics and chemistry of halo glob-ular clusters in a Milky Way-type galaxy is affected by a merging satellite galaxy, and find that the relation remains strong despite a merger in which the satellite is a third of the mass of the host galaxy. From simulations, I move to observing halos in nearby galaxies, a challenging procedure as most of the light from galaxies comes from the disk and bulge components as opposed to the halo. I use Hubble Space Tele scope observations of the halo of the galaxy M87 and, comparing to similar observations of NGC 5128, find that the chemical structure of the inner halo is similar for both of these giant elliptical galaxies. I use Very Large Telescope observations of the outer halo of NGC 5128 (Centaurus A) and, because of the difficultly in resolving dim extragalac- tic stellar halo populations, I introduce a new technique to subtract the contaminating background galaxies. A transition from a metal-rich stellar halo to a metal-poor has previously been discovered in two different types of galaxies, the disk galaxy M31 and the classic elliptical NGC 3379. Unexpectedly, I discover in this third type of galaxy, the merger remnant NGC 5128, that the density of metal-rich and metal-poor halo stars falls at the same rate within the galactocentric radii of 8 − 65 kpc, the limit of our observations. This thesis presents new results which open opportunities for future investigations.

Predicting the growth response to thinning for Scots pine stands using individual-tree growth models

Summary

Individual-tree basal area growth models for scots pine, pubescent birch and Norway spruce on drained peatlands in Finland

Summary

Individual tree measurements by means of digital aerial photogrammetry

University of Helsinki, Faculty of Agriculture and Forestry, Department of Forest Resource Management

Use of individual race results in the estimation of genetic parameters of trotting performance for Finnhorse and Standardbred trotters

Selostus: Ravikilpailumenestysmittojen periytymisasteet ja toistumiskertoimet kilpailukohtaisten tulosten perusteella

Highly Available Enterprise-level Application Server Architecture

Korkeasaatavuus on olennainen osa nykyaikaisissa, integroiduissa yritysjärjestelmissä. Yritysten kansainvälistyessä tiedon on oltava saatavissa ympärivuorokautisesti, mikä asettaa yhä kovempia vaatimuksia järjestelmän yksittäisten osien saatavuudelle. Kasvava tietojärjestelmäintegraatio puolestaan tekee järjestelmän solmukohdista kriittisiä liiketoiminnan kannalta. Tässä työssä perehdytään hajautettujen järjestelmien ominaisuuksiin ja niiden asettamiin haasteisiin. Esiteltyjä teknologioita ovat muun muassa väliohjelmistot, klusterit ja kuormantasaus. Yrityssovellusten pohjana käytetty Java 2 Enterprise Edition (J2EE) -teknologia käsitellään olennaisilta osiltaan. Työssä käytetään sovelluspalvelinalustana BEA WebLogic Server -ohjelmistoa, jonka ominaisuudet käydään läpi hajautuksen kannalta. Työn käytännön osuudessa toteutetaan kahdelle erilaiselle olemassa olevalle yrityssovellukselle korkean saatavuuden sovelluspalvelinympäristö, joissa sovellusten asettamat rajoitukset on otettu huomioon.

Value Processingin Organizations - Individual Perceptions in Three Case Companies

Values and value processes are said to be needed in every organization nowadays, as the world is changing and companies have to have something to "keep it together". Organizational values, which are approvedand used by the personnel, could be the key. Every organization has values. But what is the real value of values? The greatest and most crucial challenge is the feasibility of the value process. The main point in this thesis is tostudy how organizational members at different hierarchical levels perceive values and value processes in their organizations. This includes themes such as how values are disseminated, the targets of value processing, factors that affect the process, problems that occur during the value implementation and improvements that could be made when organizational values are implemented. These subjects are studied from the perspective of organizational members (both managers and employees); individuals in the organizations. The aim is to get the insider-perspective on value processing, from multiple hierarchical levels. In this research I study three different organizations (forest industry, bank and retail cooperative) and their value processes. The data is gathered from companies interviewing personnel in the head office and at the local level. The individuals areseen as members of organizations, and the cultural aspect is topical throughout the whole study. Values and cultures are seen as the 'actuality of reality' of organizations, interpreted by organizational members. The three case companies were chosen because they represented different lines of business and they all implemented value processing differently. Sincethe emphasis in this study is at the local level, the similar size of the local units was also an important factor. Values are in 'fashion' -but what does the fashion tell us about the real corporate practices? In annual reports companies emphasize the importance and power of official values. But what is the real 'point' of values? Values are publicly respected and advertised, but still it seems that the words do not meet the deeds. There is a clear conflict between theoretical, official and substantive organizational values: in the value processing from words to real action. This contradiction in value processing is studied through individual perceptions in this study. I study the kinds of perceptions organizationalmembers have when values are processed from the head office to the local level: the official value process is studied from the individual's perspective. Value management has been studied more during the 1990's. The emphasis has usually been on managers: how they consider the values in organizations and what effects it has on the management. Recent literature has emphasized values as tools for improving company performance. The value implementation as a process has been studied through 'good' and 'bad' examples, as if one successful value process could be copied to all organizations. Each company is different with different cultures and personnel, so no all-powerful way of processing values exists. In this study, the organizational members' perceptions at different hierarchical levels are emphasized. Still, managers are also interviewed; this is done since managerial roles in value dissemination are crucial. Organizational values cannot be well disseminated without management; this has been proved in several earlier studies (e.g. Kunda 1992, Martin 1992, Parker 2000). Recent literature has not sufficiently emphasized the individual's (organizational member's) role in value processing. Organizations consist of differentindividuals with personal values, at all hierarchical levels. The aim in this study is to let the individual take the floor. Very often the value process is described starting from the value definition and ending at dissemination, and the real results are left without attention. I wish to contribute to this area. Values are published officially in annual reports etc. as a 'goal' just like profits. Still, the results/implementationof value processing is rarely followed, at least in official reports. This is a very interesting point: why do companies espouse values, if there is no real control or feedback after the processing? In this study, the personnel in three different companies is asked to give an answer. In the empirical findings, there are several results which bring new aspects to the research area of organizational values. The targets of value processing, factors effecting value processing, the management's roles and the problems in value implementation are presented through the individual's perspective. The individual's perceptions in value processing are a recurring theme throughout the whole study. A comparison between the three companies with diverse value processes makes the research complete

Innovation – from individual intuition to collaborative innovation. The role of individual key actor in facilitation of innovation in large organization context

The objective of this research was to study the role of key individuals in facilitation of technology enabled bottom-up innovation in large organization context. The development of innovation was followed from the point of view of individual actor (key individual) in two cases, through three levels: individual, team and organization, by using knowledge creation and innovation models. This study provides theoretical synthesis and framework through which the study is driven. The results of the study indicate, that in bottom-up initiated innovations the role of key individuals is still crucial, but innovation today is collective effort and there acts several entrepreneurial key individuals: innovator, user champion and organizational sponsor, whose collaboration and developing interaction drives innovation further. The team work is functional and fluent, but it meets great problems in interaction with organization. The large organizations should develop its practices and ability to react on emerging bottom-up initiations, in order to embed innovation to organization and gain sustainable innovation. In addition, bottom-up initiated innovations are demonstrations of peoples knowing, tacit knowledge and therefore renewing of an organization.

Individual Perception of Organizational Values

The objective of this master’s thesis was to examine how corporate values come true among the white-collar employees in the case organization. It was also studied if values were perceived similarly in the different departments. Impact of organizational position and education on value orientation was tested through hypotheses based on earlier values research. There are only few value scales available for measuring organizational values. The empirical study results indicate that personnel’s perception of organizational values can be measured statistically. When defining the scale it is utmost important to link the questions and claims close to the employees’ daily working environment. In this study, Work ethic appeared as the strongest organizational value reflecting respondents’ commitment to their duties. Related to corporate values, Performance was perceived as the strongest value and Emphasis on people the weakest. Value consensus between the departments varied. According to the previous research organizational position and educational level has an impact on value perceptions. In this study, employees in superior position or with higher education perceived organizational values to come true better than subordinates or employees with lower education. Empirical data (N=229) was collected by a web-based survey questionnaire among white-collar employees in the case organization in April 2008. Statistical analyses were performed by SPSS programme.