Effect of a fluctuating parameter mismatch and the associated time-scales on coupled Rossler oscillators

We study the effect of parameter fluctuations and the resultant multiplicative noise on the synchronization of coupled chaotic systems. We introduce a new quantity, the fluctuation rate Ф as the number of perturbations occurring to the parameter in unit time. It is shown that ϕ is the most significant quantity that determines the quality of synchronization. It is found that parameter fluctuations with high fluctuation rates do not destroy synchronization, irrespective of the statistical features of the fluctuations. We also present a quasi-analytic explanation to the relation between ϕ and the error in synchrony.

Significance of Time Scales in Nonlinear Dynamical Analysis of Electroencephalogram Signals

We propose to show in this paper, that the time series obtained from biological systems such as human brain are invariably nonstationary because of different time scales involved in the dynamical process. This makes the invariant parameters time dependent. We made a global analysis of the EEG data obtained from the eight locations on the skull space and studied simultaneously the dynamical characteristics from various parts of the brain. We have proved that the dynamical parameters are sensitive to the time scales and hence in the study of brain one must identify all relevant time scales involved in the process to get an insight in the working of brain.

Study on the Socio-Psychological Background of Entrepreneur - Managers of Small Scale Industrial Units in Ernakulam District, Kerala

The understanding of the theory of entrepreneurship depends upon one set of definitions which provide the base for analytical study. The main objective of the study was to understand the distribution of entrepreneurship in the manufacturing sector among different categories of people in kerala and to differentiate the socio - psychological background of successful entrepreneur- managers from unsuccessful entrepreneur-managers. The purpose of the study, a sample of 150 entrepreneur-managers of SS1 units spread over Ernakulam district was surveyed through a specially designed questionnaire.

A study on the Effect of Psychological Empowerment on Job Satisfaction and Job Related Stress Among the Bank Employees

The present research is carried out to understand how psychological empowerment, job satisfaction and job related stress are related.In banking sector, employees are less satisfied and less motivated than employees in other lines of work (Kelley, 1990; Bajpai, Naval and Deepak, 2004). The banking industry also suffers from high employee turnover rate (Branham, 2005; Nelson, 2007) and high level of stress (Chen and Lien, 2008). There are no adequate studies linking psychological empowerment and job satisfaction, stress, turnover etc. among employees of banking sector. Lack of psychological empowerment could be a reason for these problems faced by banking sector. Further majority of studies in psychological empowerment are carried out in manufacturing sector and studies in service sector are concentrated on hotel industry and hospitals. Empowerment takes different forms in different contexts (Zimmerman, 1995). In the light of above discussion, the present research is directed to explore the dimensions of psychological empowerment of employees in banking sector and to find out whether high psychological empowerment can increase job satisfaction and reduce job related stress among employees in banking sector

Regional climate model applications on sub-regional scales over the Indian monsoon region: The role of domain size on downscaling uncertainty

Regional climate models are becoming increasingly popular to provide high resolution climate change information for impacts assessments to inform adaptation options. Many countries and provinces requiring these assessments are as small as 200,000 km2 in size, significantly smaller than an ideal domain needed for successful applications of one-way nested regional climate models. Therefore assessments on sub-regional scales (e.g., river basins) are generally carried out using climate change simulations performed for relatively larger regions. Here we show that the seasonal mean hydrological cycle and the day-to-day precipitation variations of a sub-region within the model domain are sensitive to the domain size, even though the large scale circulation features over the region are largely insensitive. On seasonal timescales, the relatively smaller domains intensify the hydrological cycle by increasing the net transport of moisture into the study region and thereby enhancing the precipitation and local recycling of moisture. On daily timescales, the simulations run over smaller domains produce higher number of moderate precipitation days in the sub-region relative to the corresponding larger domain simulations. An assessment of daily variations of water vapor and the vertical velocity within the sub-region indicates that the smaller domains may favor more frequent moderate uplifting and subsequent precipitation in the region. The results remained largely insensitive to the horizontal resolution of the model, indicating the robustness of the domain size influence on the regional model solutions. These domain size dependent precipitation characteristics have the potential to add one more level of uncertainty to the downscaled projections.

A study on the Effect of Psychological Empowerment on Job Satisfaction and Job Related Stress Among the Bank Employees

This study focuses on psychological empowerment of employees in banking sector because of the reasons stated below: Firstly, very little research has been conducted in understanding empowerment as a psychological construct. Majority of the studies have been conducted on the various empowerment practices in the organizations. Secondly, there is no empirical evidence that the empowerment practice will create a subjective feeling of empowerment within the individual. Employee empowerment will be effective only if the employees actually experience the empowerment. Even if the organizations have the empowerment practices like providing power and open communication it is not necessary that the employee is empowered. Empowerment describes only the condition of work environment. It does not describe employees’ response to these conditions. These responses form the basis for psychological empowerment