Near-infraread observation of supernovae with the Nordic Optical Telescope (NOT)

Supernova (SN) is an explosion of a star at the end of its lifetime. SNe are classified to two types, namely type I and II through the optical spectra. They have been categorised based on their explosion mechanism, to core collapse supernovae (CCSNe) and thermonuclear supernovae. The CCSNe group which includes types IIP, IIn, IIL, IIb, Ib, and Ic are produced when a massive star with initial mass more than 8 M⊙ explodes due to a collapse of its iron core. On the other hand, thermonuclear SNe originate from white dwarfs (WDs) made of carbon and oxygen, in a binary system. Infrared astronomy covers observations of astronomical objects in infrared radiation. The infrared sky is not completely dark and it is variable. Observations of SNe in the infrared give different information than optical observations. Data reduction is required to correct raw data from for example unusable pixels and sky background. In this project, the NOTCam package in the IRAF was used for the data reduction. For measuring magnitudes of SNe, the aperture photometry method with the Gaia program was used. In this Master’s thesis, near-infrared (NIR) observations of three supernovae of type IIn (namely LSQ13zm, SN 2009ip and SN2011jb), one type IIb (SN2012ey), in addition to one type Ic (SN2012ej) and type IIP (SN 2013gd) are studied with emphasis on luminosity and colour evolution. All observations were done with the Nordic Optical Telescope (NOT). Here, we used the classification by Mattila & Meikle (2001) [76], where the SNe are differentiated by the infrared light curves into two groups, namely ’ordinary’ and ’slowly declining’. The light curves and colour evolution of these supernovae were obtained in J, H and Ks bands. In this study, our data, combined with other observations, provide evidence to categorize LSQ13zm, SN 2012ej and SN 2012ey as being part of the ordinary type. We found interesting NIR behaviour of SN 2011jb, which lead it to be classified as a slowly declining type.

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

Galvanomagnetic effects in strongly doped p-Bi2Te3:Sn crystals

Magnetic field dependencies of Hall coefficient and magnetoresistivity are investigated in classical and quantizing magnetic fields in p-Bi2Te3 crystals heavily doped with Sn grown by Czochralsky method. Magnetic field was parallel to the trigonal axis C3. Shubnikov-de Haas effect and quantum oscillations of the Hall coefficient were measured at temperatures 4.2 K and 11 K. On the basis of the magnetic field dependence of the Hall coefficient a method of estimation of the Hall factor and Hall mobility using the Drabble- Wolf six ellipsoid model is proposed. Shubnikov-de Haas effect and quantum oscillations of the Hall coefficient were observed at 4.2 K and 11 K. New evidence for the existence of the narrow band of Sn impurity states was shown. This band is partly filled by electrons and it is overlapping with the valence states of the light holes. Parameters of the impurity states, their energy ESn - 15 meV, band broadening ¿<< k0T and localization radius of the impuritystate R - 30 Å were obtained.

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.