A Family of Autoconnected Transformers for 12-and 18-Pulse Converters-Generalization for Delta and Wye Topologies

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)

Uma aplicacao da celula de comutacao ZVS-PWM-GEPAE ao conversor DC-AC

This work presents the design and procedure of a DC-to-AC converter using a ZVS Commutation Cell developed by Barbi and Martins (1991) and applied to the family of DC-to-DC PWM converters. Firstly, we show the cell applied to buck converter. The stages of operation and the main current and voltage equations of the resonant devices are presented. Next, we adapt the converter to the regenerative operation mode. Hence, the full bridge converter at low frequency operation is conected on the DC-to-DC stage (at high frequency) output ends (Seixas, 1993). Commutation of zero voltage for all switches, PWM at constant frequency and neither overvoltage nor additional current stress are observed by digital simulation. The design example and experimental results obtained by prototype rated at 275 V, 1 kW and 40 kHz are also presented.

“A gente tem uma vida lá fora...”: relações entre gestão de recursos humanos e sociabilidade das pessoas empregadas nos supermercados da Região Metropolitana de Belém

A gestão de recursos humanos (RH) representa teoricamente uma abordagem da gestão empresarial voltada à organização do trabalho visando seu melhor aproveitamento e, em particular, o envolvimento dos trabalhadores nos objetivos da empresa. As práticas de gestão incidem não somente sobre o trabalho em si, mas também de maneira complexa nas interações sociais ocorridas no ambiente de trabalho, bem como na vida pessoal dos trabalhadores, de acordo com as premissas e práticas do estilo de gestão predominante. O presente estudo procura conhecer a natureza das correlações entre gestão de recursos humanos e sociabilidade dos trabalhadores, isto é, sua capacidade de tecer e de manter laços sociais diversos, a partir dos pontos de vista dos trabalhadores. Tomaram-se como referência empírica quatro redes de supermercados na Região Metropolitana de Belém, Pará. O setor é grande empregador, vem se modernizando expressivamente nas duas últimas décadas, implementando alguns procedimentos de gestão de RH e se mantém ao abrigo da forte concorrência de grupos nacionais e internacionais que se observa em outras capitais do país. A metodologia incluiu observações sistemáticas, análise documental e entrevistas estruturadas e semi-estruturadas em profundidade, respectivamente com trezentos e oitenta e quatorze trabalhadores, estes últimos selecionados dentre os constantes da amostra maior. As entrevistas versaram sobre atributos sociais e demográficos, trajetória ocupacional e padrões de relacionamento pessoal e profissional. Abrangeram, também, as percepções sobre regras e atitudes no trabalho, com base nas normas constantes dos manuais de serviço das empresas. Incluem-se trinta e quatro itens em uma escala de Lickert. Esses itens foram dispostos em fatores, sendo dois sobre gestão – qualidade do trabalho (QT) e introjeção das normas organizacionais (IN) – e três sobre sociabilidade – confiança (CF), manutenção (MR) e utilidade das relações (UT) no trabalho. Os entrevistados respondiam aos itens, ajustando o grau de sua percepção sobre cada um deles. Tais dados foram submetidos à técnica estatística exploratória Análise de Correspondência (AC) de maneira a verificar a correlação entre os fatores da escala e as características dos entrevistados. Sobre as correlações entre gestão e sociabilidade, sobressaiu em primeiro lugar o regime de trabalho. Jornadas extensas, escalas variáveis, longos intervalos diários e a política de qualificação em serviço (on the job) absorvem quase integralmente o tempo do empregado e dificultam manter relações pessoais ou mesmo estender aquelas formadas no ambiente de trabalho para além deste espaço. Dificulta também investir nos estudos, outra esfera de sociabilidade, o que surpreende em uma amostra cuja faixa etária predominante não ultrapassava trinta anos e cuja ocupação tem poucas possibilidades de carreira. Nesse quadro geral de restrições, a condição de gênero e de família também foi relevante, pois as mulheres, em particular as mães, indicaram menos atividades de lazer, em grupos menores e com mínima presença de colegas de trabalho, em comparação aos homens. Por outro lado, encontraram-se alguns casos de pessoas que construíram relações de conteúdo afetivo no ambiente de trabalho, mesmo a convivência se restringindo à empresa. Outra característica marcante foi a dependência do apoio familiar para o exercício da atividade laboral e para o enfrentamento das vicissitudes do mercado de trabalho. A importância dos laços familiares foi reforçada pelo longo tempo de moradia no mesmo bairro e, em proporção significativa, na mesma residência, em muitos casos a moradia era próxima ou no mesmo domicílio dos pais ou sogros, o que facilitava a ajuda mútua. Outro aspecto que se destacou da gestão de RH foi a imprecisão percebida nos critérios de ascensão profissional e de aplicação das normas, contribuindo para a existência de conflitos velados. Ao estabelecer laços sociais, os empregados depositam uma confiança seletiva, expressa no pequeno número de pessoas em quem se confiava no trabalho. Vale notar aqui também uma pequena variação entre homens e mulheres, pois eles confiavam mais que elas nos colegas. A AC mostrou sensíveis diferenças de percepção sobre qualidade do trabalho e introjeção de normas entre os trabalhadores com primeiro registro em carteira e aqueles com experiência anterior de trabalho formal. Os primeiros notaram um controle (vigilância) mais incisivo da gestão e expressaram menor anuência às regras organizacionais, enquanto que os demais não percebiam o controle da mesma forma e se viam como cumpridores dessas regras. Esses resultados foram interpretados como decorrentes das diferentes trajetórias anteriores, em ocupações formais ou informais, ou por se tratar do primeiro emprego. Não se pode afirmar que as restrições à sociabilidade se devam exclusivamente às características da gestão nesse setor, tendo em vista a incidência de outros fatores, tais como a condição sócio-econômica da família ou o tempo do vinculo empregatício, em média de dois anos entre os entrevistados, que podem ter contribuído para esses resultados.

EC72-855 Property Statement and Family Objectives for Estate Planning

Family estate planning is a phrase used to describe the acquisition, enjoyment, and disposition of the family's possessions. The estate plan organizes the resources of the family of an effort to provide for the present and future needs of the family and other heirs. A plan which is started early usually has a better chance of accomplishing the desired objectives.

Homicide-suicide cases in Switzerland and their impact on the Swiss Weapon Law

Homicide followed by the suicide of the offender is a well-known phenomenon. In most cases, it takes place in the context of the so-called "family tragedies." A recent series of such family tragedies in Switzerland prompted an intensive debate in the media and the Swiss government concerning the Swiss Weapon Law, in particular the requirement to keep personal army weapons at home. The present study of Homicide-Suicide cases in Switzerland, thus focuses on the role played by guns, especially military weapons, in such crimes. We investigated retrospectively 75 cases of Homicide-Suicide, comprising 172 individuals and spanning a period of 23 years in western and central Switzerland. Our results show that if guns were used in 76% of the cases, army weapons were the cause of death in 25% of the total. In 28% of the deaths caused by a gunshot, the exact type of the gun and its origin could not be determined. Thus, the majority of Homicide-Suicide cases in Switzerland involve the use of guns. The exact percentage of cases were military weapons were involved could not be defined. In our opinion, a stricter weapons law, restricting access to firearms, would be a factor of prevention of Homicide- Suicide cases in Switzerland.

Family diversity in social exclusion situations. Results and reflections on research, teaching and knowledge transfer activities

The purpose of this paper is to characterize the configurations of the families that live in contexts of social exclusion; provide conceptualizations of their operation mode; highlight the formative effects that neighborhood interdisciplinary practices with such families produce in the just graduated psychologists, included on the Extension Program. We wish to contribute to produce systematic knowledge that can account for such family configurations as potential receiver of integration policies. We are also interested on transferring the approach to diversity in the training of young professionals, in order not to be regarded as a deviation from ideal models, but as an expression of different strategies built by members of a community, to resolve children breeding and to bear their existences. This work is the result about reflections on productions inside a research fellowship: The complexities that takes the breeding in families who lives in a social exclusion situation; researches about breeding, carried out from signature Developmental Psychology II, and from de interdisciplinary work with psychologically assisted families in twelve suburbs of the city of La Plata (University Extension Program "Free Legal Offices" (Convention between Law and Social Sciences and Psychology Faculties, U.N.L.P.). From a qualitative methodology and an interdisciplinary participation, the results have arrive at the characterization and proposed conceptualizations of the included families and at the same time determine the benefits that brings with the work that articulates research and extension activities for the training of advanced students and young graduates.

Family diversity in social exclusion situations. Results and reflections on research, teaching and knowledge transfer activities

The purpose of this paper is to characterize the configurations of the families that live in contexts of social exclusion; provide conceptualizations of their operation mode; highlight the formative effects that neighborhood interdisciplinary practices with such families produce in the just graduated psychologists, included on the Extension Program. We wish to contribute to produce systematic knowledge that can account for such family configurations as potential receiver of integration policies. We are also interested on transferring the approach to diversity in the training of young professionals, in order not to be regarded as a deviation from ideal models, but as an expression of different strategies built by members of a community, to resolve children breeding and to bear their existences. This work is the result about reflections on productions inside a research fellowship: The complexities that takes the breeding in families who lives in a social exclusion situation; researches about breeding, carried out from signature Developmental Psychology II, and from de interdisciplinary work with psychologically assisted families in twelve suburbs of the city of La Plata (University Extension Program "Free Legal Offices" (Convention between Law and Social Sciences and Psychology Faculties, U.N.L.P.). From a qualitative methodology and an interdisciplinary participation, the results have arrive at the characterization and proposed conceptualizations of the included families and at the same time determine the benefits that brings with the work that articulates research and extension activities for the training of advanced students and young graduates.

Family diversity in social exclusion situations. Results and reflections on research, teaching and knowledge transfer activities

The purpose of this paper is to characterize the configurations of the families that live in contexts of social exclusion; provide conceptualizations of their operation mode; highlight the formative effects that neighborhood interdisciplinary practices with such families produce in the just graduated psychologists, included on the Extension Program. We wish to contribute to produce systematic knowledge that can account for such family configurations as potential receiver of integration policies. We are also interested on transferring the approach to diversity in the training of young professionals, in order not to be regarded as a deviation from ideal models, but as an expression of different strategies built by members of a community, to resolve children breeding and to bear their existences. This work is the result about reflections on productions inside a research fellowship: The complexities that takes the breeding in families who lives in a social exclusion situation; researches about breeding, carried out from signature Developmental Psychology II, and from de interdisciplinary work with psychologically assisted families in twelve suburbs of the city of La Plata (University Extension Program "Free Legal Offices" (Convention between Law and Social Sciences and Psychology Faculties, U.N.L.P.). From a qualitative methodology and an interdisciplinary participation, the results have arrive at the characterization and proposed conceptualizations of the included families and at the same time determine the benefits that brings with the work that articulates research and extension activities for the training of advanced students and young graduates.

Executive Managers in Large Mexican Family Businesses

The involvement of members of owners' families in the running of large family businesses in Mexico is decreasing. Although family members still hold key posts such as that of CEO, other executive posts tend to be delegated to professional salaried managers. Top managers, including family members, share some common characteristics. They are young compared with managers in other developed countries, their quality as human resources is high, and many of them are graduates of overseas MBA courses. Most of them are sufficiently experienced. Improvement of quality among top managers is a recent phenomenon in Mexico, and has been encouraged mainly by the following two factors. First, globalization of business activities was promoted by intense competition among firms under conditions of market liberalization. In order to equip themselves with the ability to cope with the globalization of their operations, large family businesses tried hard to improve the quality of top management, by training and educating existing managers, and/or by recruiting managers in the outside labor market. Second, developments in the Mexican economy during the 1990s led to a growth in the labor market for top managers Thus, business restructuring caused by bankruptcy, as well as mergers and acquisitions, privatization and so on, led to the dismissal of business managers who then entered the labor market in large numbers. The increasing presence of these managers in the labor market helped family businesses to recruit well-qualified senior executives.

Family Business in Mexico: Responses to Human Resource Limitations and Management Succession

Indigenous firms in Mexico, as in most developing countries, take the shape of family businesses. Regardless of size, the most predominant ones are those owned and managed by one or more families or descendent families of the founders. From the point of view of economics and business administration, family business is considered to have variety of limitations when it seeks to grow. One of the serious limitations is concerning human resource, which is revealed at the time of management succession. Big family businesses in Mexico deal with human resource limitations adopting measures such as the education and training of the successors, the establishment of management structure that makes control by the owner family possible and divisions of roles among the owner family members, and between the owner family members and the salaried managers. Institutionalization is a strategy that considerable number of family businesses have adopted in order to undergo the succession process without committing serious errors. Institutionalization is observed in such aspects as the establishment of the requisite condition to be met by the candidate of future successor and the screening by an institution which is independent of the owner family. At present these measures allow for the continuation of family businesses in an extremely competitive environment.

1.6 School of Law, Lincoln University

Another dilemma also had to be dealt with; Lloyd Gaines was determined to attend law school, not just anywhere but at the University of Missouri. Shortly after the Supreme Court decision, Lloyd Gaines left his civil service job in Michigan and returned home to St. Louis, arriving on New Year’s Eve, 1938. In the meantime, to pay his bills, he took a job as a filling station attendant. On January 9, 1939, Gaines spoke to the St. Louis chapter of the NAACP. He told them he stood “ready, willing, and able to enroll at MU.” Gaines later quit his gas station job. He explained to his family that the station owner substituted inferior gas and that he could not, in good conscience, continue to work there. In the meantime, the state Supreme Court sent the Gaines case back to Boone County to determine whether the new law school at Lincoln would comply with the US Supreme Court’s requirement of “substantial equality.”

Mendel-GFDb and Mendel-ESTS: databases of plant gene families and ESTs annotated with gene family numbers and gene family names

There is no control over the information provided with sequences when they are deposited in the sequence databases. Consequently mistakes can seed the incorrect annotation of other sequences. Grouping genes into families and applying controlled annotation overcomes the problems of incorrect annotation associated with individual sequences. Two databases (http://www.mendel.ac.uk) were created to apply controlled annotation to plant genes and plant ESTs: Mendel-GFDb is a database of plant protein (gene) families based on gapped-BLAST analysis of all sequences in the SWISS-PROT family of databases. Sequences are aligned (ClustalW) and identical and similar residues shaded. The families are visually curated to ensure that one or more criteria, for example overall relatedness and/or domain similarity relate all sequences within a family. Sequence families are assigned a ‘Gene Family Number’ and a unified description is developed which best describes the family and its members. If authority exists the gene family is assigned a ‘Gene Family Name’. This information is placed in Mendel-GFDb. Mendel-ESTS is primarily a database of plant ESTs, which have been compared to Mendel-GFDb, completely sequenced genomes and domain databases. This approach associated ESTs with individual sequences and the controlled annotation of gene families and protein domains; the information being placed in Mendel-ESTS. The controlled annotation applied to genes and ESTs provides a basis from which a plant transcription database can be developed.

Letters to family members, 1799

Four letters dated March 11, 1799, written from debtors' prison ("Debtors' Apartment") in Philadelphia. Includes descriptions of his life in the prison and fellow prisoners.

Letters from Robert Hallowell Gardiner to his brother-in-law, William Tudor,

Four letters written during the Gardiner family’s journey through Maine and while they were settling in at Oaklands.