931 resultados para systems of quantities
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"Errata": slip inserted.
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"Originally published in the Boston daily advertiser"--P. [3]
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Hearings held on S. 3418, 3633, 3116, 2810, and 2542.
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Carl E. Mapess, chairman of subcommittee.
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Mode of access: Internet.
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Mode of access: Internet.
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Some of the plans and forms are folded.
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Includes advertisements.
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James E. Murray, chairman.
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Denote the set of 21 non-isomorphic cubic graphs of order 10 by L. We first determine precisely which L is an element of L occur as the leave of a partial Steiner triple system, thus settling the existence problem for partial Steiner triple systems of order 10 with cubic leaves. Then we settle the embedding problem for partial Steiner triple systems with leaves L is an element of L. This second result is obtained as a corollary of a more general result which gives, for each integer v greater than or equal to 10 and each L is an element of L, necessary and sufficient conditions for the existence of a partial Steiner triple system of order v with leave consisting of the complement of L and v - 10 isolated vertices. (C) 2004 Elsevier B.V. All rights reserved.
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Using an elementary example based on two simple harmonic oscillators, we show how a relational time may be defined that leads to an approximate Schrodinger dynamics for subsystems, with corrections leading to an intrinsic decoherence in the energy eigenstates of the subsystem.
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This study examines the cultural value systems of employees working in major industrial and commercial centers of six ex-communist Central and Eastern European countries (CEEC) and the former Soviet Republics (FSR). The study throws light on how human resources are managed in these countries and has key messages for overseas operators who are already doing business or planning to start on in these countries.
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This paper initially highlights the rapid growth in the call centre (CC) sector in developing countries like India. It then makes a case for the investigation of human resource management (HRM) systems of call centres in India. The analysis is based on a two-phase empirical study. Phase one examines the nature and pattern of HRM systems and phase two the emerging issue of attrition in Indian call centres. A mixed research approach comprising in-depth interviews and questionnaire survey was adopted to conduct the investigation. Against the established norms of Indian organizations, the findings highlight the existence of formal, structured and rationalized HRM systems. Core reasons for the increasing levels of attrition are highlighted. The analysis further provides useful information both for academics and practitioners and opens avenues for future research.