Judd-Oflet analysis of spectrum and laser performance of Ho:YAP crystal end-pumped by 1.91-mu m Tm:YLF laser

The Ho:YAP crystal is grown by the Czochralski technique. The room-temperature polarized absorption spectra of Ho:YAP crystal was measured on a c-cut sample with 1 at% holmium. According to the obtained Judd-Ofelt intensity parameters Omega(2) = 1.42 x 10(-20) cm(2), Omega(4) = 2.92 x 10(-20) cm(2), and Omega(6) = 1.71 x 10(-20) cm(2), this paper calculated the fluorescence lifetime to be 6 ms for I-5(7) -> I-5(8) transition, and the integrated emission cross section to be 2.24 x 10(-18) cm(2). It investigates the room-temperature Ho:YAP laser end-pumped by a 1.91-mu m Tm:YLF laser. The maximum output power was 4.1 W when the incident 1.91-mu m pump power was 14.4W. The slope efficiency is 40.8%, corresponding to an optical-to-optical conversion efficiency of 28.4%. The Ho:YAP output wavelength was centred at 2118 nm with full width at half maximum of about 0.8 nm.

Exploring Game Performance in the National Basketball Association Using Player Tracking Data

Recent player tracking technology provides new information about basketball game performance. The aim of this study was to (i) compare the game performances of all-star and non all-star basketball players from the National Basketball Association (NBA), and (ii) describe the different basketball game performance profiles based on the different game roles. Archival data were obtained from all 2013-2014 regular season games (n = 1230). The variables analyzed included the points per game, minutes played and the game actions recorded by the player tracking system. To accomplish the first aim, the performance per minute of play was analyzed using a descriptive discriminant analysis to identify which variables best predict the all-star and non all-star playing categories. The all-star players showed slower velocities in defense and performed better in elbow touches, defensive rebounds, close touches, close points and pull-up points, possibly due to optimized attention processes that are key for perceiving the required appropriate environmental information. The second aim was addressed using a k-means cluster analysis, with the aim of creating maximal different performance profile groupings. Afterwards, a descriptive discriminant analysis identified which variables best predict the different playing clusters. The results identified different playing profile of performers, particularly related to the game roles of scoring, passing, defensive and all-round game behavior. Coaching staffs may apply this information to different players, while accounting for individual differences and functional variability, to optimize practice planning and, consequently, the game performances of individuals and teams.

A comparison of the effectiveness of the team-based learning readiness assessments completed at home to those completed in class.

PURPOSE: The readiness assurance process (RAP) of team-based learning (TBL) is an important element that ensures that students come prepared to learn. However, the RAP can use a significant amount of class time which could otherwise be used for application exercises. The authors administered the TBL-associated RAP in class or individual readiness assurance tests (iRATs) at home to compare medical student performance and learning preference for physiology content. METHODS: Using cross-over study design, the first year medical student TBL teams were divided into two groups. One group was administered iRATs and group readiness assurance tests (gRATs) consisting of physiology questions during scheduled class time. The other group was administered the same iRAT questions at home, and did not complete a gRAT. To compare effectiveness of the two administration methods, both groups completed the same 12-question physiology assessment during dedicated class time. Four weeks later, the entire process was repeated, with each group administered the RAP using the opposite method. RESULTS: The performance on the physiology assessment after at-home administration of the iRAT was equivalent to performance after traditional in-class administration of the RAP. In addition, a majority of students preferred the at-home method of administration and reported that the at-home method was more effective in helping them learn course content. CONCLUSION: The at-home administration of the iRAT proved effective. The at-home administration method is a promising alternative to conventional iRATs and gRATs with the goal of preserving valuable in-class time for TBL application exercises.

Voices from higher up the ladder:Exploring the team leader role in call centres

This paper focuses on an under-researched employee category in the call centre literature-the team leader. The paper, drawing on data from nine Australian call centres, finds that the team leader role is integral to the effectiveness of call centres, yet it is a role that consists of considerable complexity and contradictions. The research demonstrates the critical role performed by team leaders: coach, mentor, trainer, performance evaluator, communicator and supervisor. It also shows team leaders as being far more positive about many of the features of the call centre work environment compared with those on the front line. However, there does appear to be a need for greater acknowledgement of their challenging role, the contradictions that are inherent in the job and the need, in many cases, for increased support being made available to assist. © 2013 John Wiley & Sons Ltd.

Position-specific Performance Indicators that Discriminate between Successful and Unsuccessful Teams in Elite Women’s Indoor Field Hockey: Implications for Coaching

The aim of this investigation was to establish median performance profiles for the six playing positions in elite women’s indoor hockey and then identify whether these position-specific profiles could discriminate between qualifying (top four), mid-table and relegated teams in the 2011-12 England Hockey premier league. Successful passing in relegated teams was significantly lower (p<0.008) than in mid-table and qualifying teams in four of the five outfield positions. Furthermore, the right backs of qualifying teams demonstrated significantly fewer (p<0.008) unsuccessful passes (x̃=15.5 ±CLs 15.0 and 10.0 respectively) and interceptions (x̃=4.0 ±CLs 4.0 and 3.0 respectively) than relegated teams (x̃=19.5 ±CLs 21.0 and 17.0; x̃=7.5 ±CLs 8.0 and 6.0 respectively). Finally, the right forwards of relegated teams demonstrated significantly fewer (p<0.008) successful interceptions (x̃=4.0 ±CLs 5.0 and 4.0 respectively) than qualifying teams (x̃=5.0 ±CLs 6.0 and 3.0 respectively) and significantly more (p<0.008) unsuccessful interceptions (x̃=5.5 ±CLs 6.0 and 4.0 respectively) than mid-table teams (x̃=3.0 ±CLs 3.0 and 2.0 respectively). Based on these findings, coaches should adapt tactical strategies and personnel deployment accordingly to enhance the likelihood of preparing a qualifying team. Research should build from these data to examine dribbling, pressing and patterns of play when outletting.

Rôle des ressources humaines dans la performance du système de référence-évacuation de Kayes au Mali

La mortalité maternelle et périnatale est un problème majeur de santé publique dans les pays en développement. Elle illustre l’écart important entre les pays développés et les pays en développement. Les interventions techniques pour améliorer la santé maternelle et périnatale sont connues dans les pays en développement, mais ce sont la faiblesse des systèmes de santé et les défis liés aux ressources qui freinent leur généralisation. L’objectif principal de ce travail était de mieux comprendre le rôle des ressources humaines en particulier ceux de la première ligne dans la performance d’un système de référence maternelle. Au Mali, la mise en place d’un système de référence maternelle, système de référence-évacuation « SRE », fait partie des mesures nationales de lutte contre la mortalité maternelle et périnatale. Les trois composantes du SRE, soit les caisses de solidarité, le transport et la communication et la mise à niveau des soins obstétricaux, permettent une action simultanée du côté de la demande et de l’offre de soins maternels et périnatals. Néanmoins, la pénurie de personnel qualifié a conduit à des compromis sur la qualification du personnel dans l’implantation de ce système. La région de Kayes, première région administrative du Mali, est une région de forte émigration. Elle dispose d’une offre de soins plus diversifiée qu’ailleurs au Mali, grâce à l’appui des Maliens de l’extérieur. Son SRE offre ainsi un terrain d’études adéquat pour l’analyse du rôle des professionnels de première ligne. De façon plus spécifique, ce travail avait pour objectifs 1) d’identifier les caractéristiques des équipes de soins de première ligne qui sont associées à une meilleure performance du SRE en termes de survie simultanée de la mère et du nouveau-né et 2) d’approfondir la compréhension des pratiques de gestion des ressources humaines, susceptibles d’expliquer les variations de la performance du SRE de Kayes. Pour atteindre ces objectifs, nous avons, à partir du cadre de référence de Michie et West modélisé les facteurs liés aux ressources humaines qui ont une influence potentielle sur la performance du SRE de Kayes. L’exploration des variations du processus motivationnel a été faite à partir de la théorie de l’attente de Vroom. Nous avons ensuite combiné une revue de la littérature et un devis de recherche mixte (quantitative et qualitative). Les données pour les analyses quantitatives proviennent d’un système d’enregistrement continu de toutes les urgences obstétricales (GESYRE : Gestion du Système de Référence Évacuation mis en place depuis 2004 dans le cadre du suivi et de l’évaluation du SRE de Kayes) et des enquêtes à passages répétés sur les données administratives et du personnel des centres de santé. Un modèle de régression biprobit a permis d’évaluer les effets du niveau d’entrée dans le SRE et des équipes de soins sur la survie jointe de la mère et du nouveau-né. A l’aide d’entrevues semi-structurées et d’observations, nous avons exploré les pratiques de gestion des personnes dans des centres de santé communautaires « CScom » sélectionnés par un échantillonnage raisonné. Les résultats de ce travail ont confirmé que la main d’œuvre humaine demeure cruciale pour la performance du SRE. Les professionnels de première ligne ont influencé la survie des femmes et des nouveau-nés, à morbidités égales, et lorsque la distance parcourue est prise en compte. La meilleure survie de la mère et du nouveau-né est retrouvée dans les cas d’accès direct à l’hôpital régional. Les femmes qui sont évacuées des centres de première ligne où il y a plus de professionnels ou un personnel plus qualifié avaient un meilleur pronostic materno-fœtal que celles qui ont consulté dans des centres qui disposent de personnel peu qualifié. Dans les centres de première ligne dirigés par un médecin, des variations favorables à la performance comme une implication directe des médecins dans les soins, un environnement de soins concurrentiel ont été retrouvés. Concernant les pratiques de gestion dans les centres de première ligne, les chefs de poste ont mis en place des incitatifs pour motiver le personnel à plus de performance. Le processus motivationnel demeure toutefois très complexe et variable. La désirabilité de bons résultats des soins (valence) est élevée pour tous les professionnels ; cependant les motifs étaient différents entre les catégories de personnel. Par ailleurs, le faible niveau d’équipements et la multiplicité des acteurs ont empêché l’établissement d’un lien entre l’effort fourni par les professionnels et les résultats de soins. Cette compréhension du rôle des professionnels de première ligne pourra aider le personnel administratif à mieux cibler le monitorage de la performance du SRE. Le personnel de soins pourra s’en servir pour reconnaitre et appliquer les pratiques associées à une bonne performance. Dans le domaine de la recherche, les défis de recherche ultérieurs sur les facteurs humains de la performance du SRE seront mieux identifiés.

Exploration des conceptions de la performance privilégiées par des infirmières et des membres de l’équipe d’encadrement impliqués dans l’offre de services infirmiers : une étude qualitative exploratoire

Problématique : Les organisations de santé font face à des pressions diverses pour offrir des soins et des services qui répondent aux plus hauts critères de performance et rendre compte de cette performance. Ces pressions proviennent de différents acteurs tels que les usagers du système de santé et les décideurs politiques. En raison de la place importante que prennent les infirmières dans l’offre de services de santé, il existe un intérêt croissant pour la mise en place d’interventions visant à mesurer et à améliorer la performance des services infirmiers. Cependant, dans le cadre de ces processus, les organisations sont souvent confrontées à des visions différentes et conflictuelles de la performance et à diverses approches pour la mesurer. Objectifs : Cette étude qualitative exploratoire a pour but d’explorer les conceptions de la performance des membres de l’équipe d’encadrement impliqués dans la prestation des services infirmiers et des infirmières soignantes et d’examiner dans quelle mesure les conceptions de la performance des deux groupes d’acteurs correspondent ou entrent en conflit. Méthodologie : Des entrevues semi-dirigées ont été conduites auprès de cinq membres de l’équipe d’encadrement et de trois infirmières. Une analyse de contenu a été effectuée à la fois pour faire ressortir l’éventail des conceptions et celles qui sont les plus prépondérantes dans les discours. Le cadre de référence ayant guidé cette analyse est une adaptation du modèle conceptuel de Donabedian comprenant trois dimensions soit la structure, le processus et les résultats (Unruh & Wan, 2004). Résultats : L’analyse des données recueillies auprès des membres de l’équipe d’encadrement fait ressortir dix conceptions distinctes, mais interreliées de la performance qui mettent l’accent sur les éléments de processus de soins infirmiers et de résultats chez la clientèle. Concernant les infirmières, neuf conceptions ont été répertoriées et l’accent a été porté surtout sur les éléments concernant l’adéquation des ressources humaines infirmières et de processus de soins infirmiers. Certaines similitudes et différences ont été repérées entre les conceptions de ces deux groupes d’acteurs. Conclusion : Cette étude permet de mieux comprendre les conceptions de la performance des acteurs impliqués dans l’offre de services infirmiers. Le modèle intégrateur qui résulte de la combinaison de ces différentes conceptions offre un cadre utile pour guider la construction d’outils de mesure de performance directement en lien avec les soins infirmiers et répondre à la demande d’imputabilité par rapport à ces services.

Study of the relationship between academic performance and socioeducative climates in gifted high school students

Il est évalué qu’entre 15 et 40 % des élèves surdoués performent à des niveaux inférieurs à leur potentiel (Seeley, 1994). Récemment, plusieurs chercheurs se sont plongés dans ce phénomène en tentant de l’expliquer. Par contre, une seule équipe de recherche s’est attardé sur l’impact des climats socioéducatifs sur la performance des surdoués, alors que ce lien est bien existant chez les jeunes non-doués. Cette recherche vise à explorer la relation possible entre les climats socioéducatifs, l’environnement familial et la performance scolaire chez les jeunes surdoués, afin de combler ce manque dans la littérature. Afin d’atteindre cet objectif, un échantillon de 1 885 participants de 3e secondaire provenant de la base de donnée de l’évaluation du programme SIAA furent étudiés afin de créer un modèle présentant l’effet des environnements sur la performance des jeunes surdoués, médié par la motivation. Nos résultats suggèrent que l’impact des environnements socioéducatifs et familiaux sur la performance des jeunes surdoués est minime, bien qu’il soit majeur chez les jeunes non-doués.

"Delayering in FACT - Impact on Managerial Motivation and Team Effectiveness

The main objective of the Research was to study the Delayering scheme implemented in FACT in all its aspects and to examine wlietlier implementation of delayering has contributed to improvement in organizational performance by improving managerial motivation and team effectiveness. To enable this, a post-delayering impact assessment was done by eliciting views and analyzing the perception of managers affected by the change programme. Organisation-wide Surveys were carried out as part of data collection - prior to, during and after implementation. The methodology adopted was the Case Study approach, which involved a longitudinal study of the Implementation process using tools such- as Observation, Opinion surveys and Interviews and relating the research findings with the theories/ studies on the subject for generalization and for drawing conclusions

Summary of Research Conducted by the Manufacturing Systems Team 1994-2002

The Manufacturing Systems team was one of the research teams within the Lean Aerospace Initiative (LAI) whose goal was to document, analyze and communicate the design attributes and relationships that lead to significant performance improvements in manufacturing systems in the defense aerospace industry. This report will provide an integrated record of this research using the Production Operations Transition to Lean Roadmap as its organizing framework.

Development of a design performance measurement matrix for improving collaborative design during a design process

This is a research paper. Research presented in this paper aimed to investigate how to measure collaborative design performance and, in turn, improve the final design output during a design process, with a clear objective to develop a Design Performance Measurement (DPM) matrix to measure design project team member's design collaboration performance.

Promoting innovation and exceptional performance in the Scottish construction industry

Demonstration Projects are an initiative developed in response to demands presented in the 1998 Egan Report. Scotland has witnessed an attempt to keep the momentum and the so called Demonstration Projects Team at the University of Dundee was introduced in late 2003. The team’s responsibility was to revitalise and restructure Scottish Demonstration Projects. These are now a major initiative within the newly established Scottish Construction Innovation and Excellence Centre, a part of Scottish Construction Forum that is an umbrella organisation funded by the Scottish Executive through Scottish Enterprise Glasgow.

Key performance indicators (KPIs) and priority setting in using the multi-attribute approach for assessing sustainable intelligent buildings

The main objectives of this paper are to: firstly, identify key issues related to sustainable intelligent buildings (environmental, social, economic and technological factors); develop a conceptual model for the selection of the appropriate KPIs; secondly, test critically stakeholder's perceptions and values of selected KPIs intelligent buildings; and thirdly develop a new model for measuring the level of sustainability for sustainable intelligent buildings. This paper uses a consensus-based model (Sustainable Built Environment Tool- SuBETool), which is analysed using the analytical hierarchical process (AHP) for multi-criteria decision-making. The use of the multi-attribute model for priority setting in the sustainability assessment of intelligent buildings is introduced. The paper commences by reviewing the literature on sustainable intelligent buildings research and presents a pilot-study investigating the problems of complexity and subjectivity. This study is based upon a survey perceptions held by selected stakeholders and the value they attribute to selected KPIs. It is argued that the benefit of the new proposed model (SuBETool) is a ‘tool’ for ‘comparative’ rather than an absolute measurement. It has the potential to provide useful lessons from current sustainability assessment methods for strategic future of sustainable intelligent buildings in order to improve a building's performance and to deliver objective outcomes. Findings of this survey enrich the field of intelligent buildings in two ways. Firstly, it gives a detailed insight into the selection of sustainable building indicators, as well as their degree of importance. Secondly, it tesst critically stakeholder's perceptions and values of selected KPIs intelligent buildings. It is concluded that the priority levels for selected criteria is largely dependent on the integrated design team, which includes the client, architects, engineers and facilities managers.

The performance of football club managers: skill or luck?

This paper evaluates the extent to which the performance of English Premier League football club managers can be attributed to skill or luck when measured separately from the characteristics of the team. We first use a specification that models managerial skill as a fixed effect and we examine the relationship between the number of points earned in league matches and the club’s wage bill, transfer spending, and the extent to which they were hit by absent players through injuries, suspensions or unavailability. We next implement a bootstrapping approach to generate a simulated distribution of average points that could have taken place after the impact of the manager has been removed. The findings suggest that there are a considerable number of highly skilled managers but also several who perform below expectations. The paper proceeds to illustrate how the approach adopted could be used to determine the optimal time for a club to part company with its manager. We are able to identify in advance several managers who the analysis suggests could have been fired earlier and others whose sackings were hard to justify based on their performances.

Performance-based contracting in the construction sector

Construction procurement is complex and there is a very wide range of options available to procurers. Inappropriate choices about how to procure may limit practical opportunities for innovation. In particular, traditional approaches to construction procurement set up many obstacles for technology suppliers to provide innovative solutions. This is because they are often employed as sub-contractors simply to provide and install equipment to specifications developed before the point at which they become involved in a project. A research team at the University of Reading has developed a procurement framework that comprehensively defines the various options open to procurers in a more fine-grained way than has been known in the past. This enables informed decisions that can establish tailor-made procurement approaches that take into account the needs of specific clients. It enables risk and reward structures to be aligned so that contracts and payment mechanisms are aligned precisely with what a client seeks to achieve. This is not a “one-size-fits-all” approach. Rather, it is an approach that enables informed decisions about how to organize individual procurements that are appropriate to particular circumstances, acknowledging that they differ for each client and for each procurement exercise. Within this context, performance-based contracting (PBC) is explored in terms of the different ways in which technology suppliers within constructed facilities might be encouraged and rewarded for the kinds of innovation sought by the ultimate clients. Examples from various industry sectors are presented, from public sector and from private sector, with a commentary about what they sought to achieve and the extent to which they were successful. The lessons from these examples are presented in terms of feasibility in relation to financial issues, governance, economics, strategic issues, contractual issues and cash flow issues for clients and for contractors. Further background documents and more detailed readings are provided in an appendix for those who wish to find out more.