Hör-Spiele/Laut-Sprecher. Aspekte medialer Hörerziehung an der Schule für Geistigbehinderte

Sonderpädagogisch orientierter Unterricht thematisiert Hören auf dreierlei Weise: Innerhalb von Artikulationsförderung (Lautproduktion) geht es um die Unterscheidung, Wiederholung einzelner Phoneme oder Phonemgruppen, deren Zusammenbinden zu Wörtern, Sätzen usw. und damit um Aufbau und Stabilisierung auditiv-motorischer Regulationskreise bei der Sprachproduktion. In der Wahrnehmungsförderung geht es um Unterscheidung und Benennung von Klängen oder Geräuschen. Ansätze der Medienerziehung heben den Unterschied konservierter/vermittelter und tatsächlicher Klangereignisse hervor. In allen drei Perspektiven geht es um die Ausbildung, Verbesserung, Schulung des Hörorgans und der darauf bezogenen kognitiven und sprachlichen Leistungen. Was dabei allerdings vernachlässigt bleibt ist der ursprüngliche Weltbezug des Hörens. Denn wir hören nicht an sich, sondernd stets irgendwas. Der Klangcharakter der Welt (Schläft ein Lied in allen Dingen) ist nicht eine unverbindliche Metapher sondern korrespondiert mit unserer Fähigkeit zu hören. Nachfolgend wird deshalb vorgeschlagen, Hören als Anliegen des Sachunterrichts zu begreifen und im Rahmen einer ästhetischen Elementarerziehung zu thematisieren. Einige Unterrichtsbeispiele illustrieren, welchen Ertrag eine solche Sicht hat. Dabei soll auch deutlich werden, daß Hörerziehung kein Additivum sein kann, sondern wichtiges Glied schulischer Kommunikationsförderung. (DIPF/Orig.)

Simultaneous optical and X-ray observations of flares and rotational modulation on the RS CVn binary HR 1099 (V711 Tau) from the MUSICOS 1998 campaign

We present simultaneous and continuous observations of the Halpha, Hbeta, He I D-3, Na I D-1,D-2 doublet and the Ca II H&K lines for the RS CVn system HR 1099. The spectroscopic observations were obtained during the MUSICOS 1998 campaign involving several observatories and instruments, both echelle and long-slit spectrographs. During this campaign, HR 1099 was observed almost continuously for more than 8 orbits of 2.(d)8. Two large optical flares were observed, both showing an increase in the emission of Halpha, Ca II H K, Hbeta and He I D-3 and a strong filling-in of the Na I D-1, D-2 doublet. Contemporary photometric observations were carried out with the robotic telescopes APT-80 of Catania and Phoenix-25 of Fairborn Observatories. Maps of the distribution of the spotted regions on the photosphere of the binary components were derived using the Maximum Entropy and Tikhonov photometric regularization criteria. Rotational modulation was observed in Halpha and He I D-3 in anti-correlation with the photometric light curves. Both flares occurred at the same binary phase (0.85), suggesting that these events took place in the same active region. Simultaneous X-ray observations, performed by ASM on board RXTE, show several flare-like events, some of which correlate well with the observed optical flares. Rotational modulation in the X-ray light curve has been detected with minimum flux when the less active G5 V star was in front. A possible periodicity in the X-ray flare-like events was also found.

Understanding how HR systems work: the role of HR philosophy and HR processes

Despite the proliferation of studies of HR systems, there are still substantial gaps in our understanding
of how such systems actually work. This article, by focusing on the neglected areas of HR philosophy
and HR processes in the composition of HR systems, and by using a qualitative, employee-centred
approach in the collection and analysis of data, provides new insights into the working of HR systems.
Using data from interviews with 56 knowledge workers employed in the information and
communications technology sector in Ireland and the UK, we explore employee-level reactions to two
different types of HR systems. We highlight the various ways in which HR processes interact with HR
practices and the different outcomes that may result, and we identify the key role of HR philosophy in
HR system operation.

SPATIALLY RESOLVED SPECTROSCOPY OF THE EXOPLANET HR 8799 c

HR 8799 is a multi-planet system detected in direct imaging, with three companions known so far. Here, we present spatially resolved Very Large Telescope/NACO 3.88-4.10 µm spectroscopy of the middle planet, HR 8799 c, which has an estimated mass of ~10 M Jup, temperature of ~1100 K, and projected separation of 38 AU. The spectrum shows some differences in the continuum from existing theoretical models, particularly longwards of 4 µm, implying that detailed cloud structure or non-equilibrium conditions may play an important role in the physics of young exoplanetary atmospheres.

Recessionary Bundles: HR Practices in the Irish Economic Crisis

The HR practices adopted by firms in response to the current deep and prolonged recession have received little attention in the literature. There are reasons for supposing that firms will adopt HR practices in bundles in responding to the recession in order to benefit from technical and behavioural complementarities. Drawing on a nationally representative survey, the article investigates the bundles of HR practices adopted by firms during the Irish recession and examines influences on the bundles that are evident. The article contributes to HRM theory by testing different views on HR bundles likely to be adopted in recessionary conditions and by moving beyond the prevailing focus in HRM on HR bundles adopted by firms in steady-state business conditions.

A Social Institutionalist Perspective on HR Diffusion: Histrorical and Cultural Receptivity to HRM in a Post-Comminist Context

This research considers cross-national diffusion of international human resource management (IHRM) ideas and practices by applying an emergent frame of sociological conceptualisation – ‘social institutionalism’ (SI). We look at cultural filters to patterns of diffusion, assimilation and adoption of IHRM, using Romania as a case study. The paper considers the former Communist system of employment relations, suggesting that through institutionalisation former ways of thinking continued to influence definitions and practice of people management in post-Communist Eastern Europe. The paper provides a new perspective on HRM by discussing the value of SI as a general model for understanding cross-cultural receptivity to HR ideas, sensitising the HR practitioner and academic to institutionalised culture as a historical legacy influencing receptivity to international management ideas.

Two divergent ways to manage HR and to get to the top: an exploratory study in micro firms

Aim of the paper: The purpose of this paper is to examine human resources management practices (HRM practices) in small firms and to improve the understanding of the relationship between this kind of practices and business growth. This exploratory study is based on the resource-based view of the firm and empirical work carried out in two small firms by relating HRM practices with the firms’ results. Contribution to the literature: This is an in-depth study of HRM practices and its impact on performance growth in micro firms, isolating and controlling for most of the contextual and internal variables considered in the literature that relate HRM to growth. Firm growth analysis was broadened by the use of several dependent variables: employment growth and operational and financial performance growth. Some hypotheses for further research in identifying HRM practices in small business and its relation with firm growth are suggested. Methodology: Case study methodology was used to study two firms. The techniques used to collect data were semi-structured interviews to the owner and all the employees, unstructured observation at the firms’ facilities (during two days), entrepreneur profile definition (survey answer) and document data collection (on demographic characterization and performance results). Data was analyzed through content analysis methodology, and categories derived from the interviews’ protocols and literature. Results and implications: Results revealed that despite the firms’ organizational characteristics similarities, they differ significantly in owners’ motivation to grow, HRM practices and organizational performance and growth. Future studies should pay special attention to owner willingness to grow, to firms’ years of experience in business, to staff’s years of experience in their field of work and turnover. HRM practices in micro/small firms should be better defined and characterized. The external image of management posture relating to longitudinal financial results and growth should also be explored.

Evaluation of Bond Retainage in Portland Cement Concrete Overlays Using Infrared Thermography and Ground Penetrating Radar, HR-537, Final Report, 1989

When concrete deterioration begins to occur in highway pavement, repairs become necessary to assure the rider safety, extend its useful life and restore its riding qualities. One rehabilitation technique used to restore the pavement to acceptable highway standards is to apply a thin portland cement concrete (PCC) overlay to the existing pavement. First, any necessary repairs are made to the existing pavement, the surface is then prepared, and the PCC overlay is applied. Brice Petrides-Donohue, Inc. (Donohue) was retained by the Iowa Department of Transportation (IDOT) to evaluate the present condition with respect to debonding of the PCC overlay at fifteen sites on Interstate 80 and State Highway 141 throughout the State of Iowa. This was accomplished by conducting an infrared thermographic and ground penetrating radar survey of these sites which were selected by the Iowa Department of Transportation. The fifteen selected sites were all two lanes wide and one-tenth of a mile long, for a total of three lane miles or 190,080 square feet. The selected sites are as follows: On Interstate 80 Eastbound, from milepost 35.25 to 35.35, milepost 36.00 to 36.10, milepost 37.00 to 37.10, milepost 38.00 to 38.10 and milepost 39.00 to 39.10, on State Highway 141 from milepost 134.00 to 134.10, milepost 134.90 to milepost 135.00, milepost 135.90 to 136.00, milepost 137.00 to 137.10 and milepost 138.00 to 138.10, and on Interstate 80 Westbound from milepost 184.00 to 184.10, milepost 185.00 to 185.10, milepost 186.00 to 186.10, milepost 187.00 to 187.10, and from milepost 188.00 to 188.10.

HR-asiantuntijapalveluiden käyttö PK-yrityksissä. Case: Virvo Oy palveluiden tarjoajana

Tutkielma on kvalitatiivinen haastattelututkimus, jonka tavoitteena on tarkastella HR-asiantuntijapalveluiden;konsultoinnin, ulkoistamisen ja vuokrajohtajuuden käyttöä sekä mahdollisuuksia PK-sektorilla. Tutkimuksessa perehdytään myös työn toimeksiantajan, case-yritys Virvon liiketoimintaan HR-asiantuntijapalveluiden markkinoilla ja siihen, miten Virvo pystyy vastaamaan näihin haasteisiin. HR-asiantuntijapalveluiden markkinoiden selvittämiseksi on haastateltu neljää HR-asiantuntijaa. Tämän pohjalta on tehty 15 PK-yrityksen toimitusjohtajan haastattelua HR-asiantuntijapalveluiden käytön selvittämiseksi. Tehdyt haastattelut ovat olleet puolistrukturoituja, jolloin on käytetty valmiita kysymyspohjia. Tutkimuksessa on selvinnyt, että HR-asiantuntijamarkkinat ovat vasta muotoutumassa ja että ala on varsin uusi. PK-yritysten HR-toimintojen haasteisiin pystytään parhaiten vastaamaan HR-asiantuntijapalveluilla, jotka ovat selkeitä kokonaisuuksia ja järkevästi hinnoiteltuja. Tärkeinä asioina on nähty esimerkiksi käytännön toteutus sekä lisäajan saaminen varsinaisen liiketoiminnan hoitamiseen. Palveluiden käyttö korostuu erityisesti erilaisissa muutostilanteissa kuten esimerkiksi yrityksen kasvuvaiheessa. Voidaan todeta myös, että liiketoiminnan tila vaikuttaa HR-asiantuntijapalveluiden käyttöön.

Innovative Human Resource Practices and Selected HR Outcomes in Software Firms in Kerala

In this study the relationship between Innovative HR practices and selected HR outcomes is investigated.The current study represents a unique attempt to study the effects of innovative HR practices,with job satisfaction,organisational commitment and organisational citizenship bahaviour considered as the consequent variables.Results have affirmed the role of intervening variables such as job satisfaction and organisational commitment in establishing the link between IHRP and OCB obliterating any direct relation between IHRP and organisational citizenship behaviour.This finding may enable researchers in the human resource management to develop more robust understandings of the positive effects of innnovative HR practices on HR outcomes.Thus the present study provides the obvious contribution of weaving up yet another linkage between the two complimentary disciplines of Human Resource Management and Organisational Behaviour.The present study also contributes to the understanding of OCB by exploring its antecedents and extending the intervening role of job satisfaction and organisational commitment.The findings indicate that a higher level of introduction/initiation and satisfaction of innovative HR practices produces high job satisfaction and organisational commitment which lead to OCB.The researcher drew upon the perception-attitude-behaviour model to further realise the expected relationship among innovative HR practices,job satisfaction,organisational commitment and organisational citizenship behaviour.Consequently,this study makes a contribution to the broader organisational citizenship behaviour literature by manifesting the extended relationship path from innovative HR practices to organisational citizenship behaviour,and demonstrating that innovative Hr practices at the organisational level has an effect on employee attitudes and behaviours as well.

INFO 2009 Group 4 - Legal Concerns within HR Departments

This is an interactive flash-based tutorial which attempts to teach the topic of legal concerns within HR departments. A quiz to test the user's knowledge is also provided.