Adsorption kinetic investigations of phthalocyanine derivatives self assembled monolayers (SAMs) on gold: Temperature influence on the SAM formation process and quality

The ordered nano-structured surfaces, like self-assembled monolayers (SAMs) are of a great scientific interest, due to the low cost, simplicity, and versatility of this method. SAMs found numerous of applications in molecular electronics, biochemistry and optical devices. Phthalocyanine (Pc) complexes are of particular interest for the SAM preparation. These molecules exhibit fascinating physical properties and are chemically and thermally stable. Moreover their complex structure is advantageous for the fabrication of switchable surfaces. In this work the adsorption process of Pcs derivatives, namely, subphthalocyanines (SubPcB) and terbium (2TbPc) sandwich complexes on gold has been investigated. The influence of the molecular concentration, chain length of peripheral groups, and temperature on the film formation process has been examined using a number of techniques. The SAMs formation process has been followed in situ and in real time by means of second harmonic generation (SHG) and surface plasmon resonance (SPR) spectroscopy. To investigate the quality of the SAMs prepared at different temperatures atomic force microscopy (AFM) and X-Ray photoelectron spectroscopy (XPS)measurements were performed. Valuable information about SubPcB and 2TbPc adsorbtion process has been obtained in the frame of this work. The kinetic data, obtained with SHG and SPR, shows the best conformance with the first order Langmuir kinetic model. Comparing SHG and SPR results, it has been found, that the film formation occurs faster than the formation of chemical bonds. Such, the maximum amount of molecules on the surface is reached after 6 min for SubPcB and 30 min for 2TbPc. However, at this time the amount of formed chemicals bonds is only 10% and 40% for SubPcB and 2TbPc, respectively. The most intriguing result, among others, was obtained at T = 2 °C, where the formation of the less dense SAMs have been detected with SHG.However, analyzing XPS and AFM data, it has been revealed, that there is the same amount of molecules on the surface at both temperature T = 2 °C, and T = 21 °C, but the amount of formed chemicals bond is different. At T = 2 °C molecules form aggregates, therefore many of available anchor groups stay unattached.

Student self-assessment a feedback seeking strategy through competence evaluation

There is a body of literature that suggests that student self-assessment is a main goal in higher education (Boud et al., 1995; Tan, 2008); moreover new forms of work organization require a high level of skills and competences. The efforts to deal with competence gaps could be developed at many levels, such as employers, educational institutions, individuals and public agents. Employers could put into practice competence development programs to moderate these gaps. Educational institutions can restructure the curriculum to support students in attaining the competences that are essential in the labour market. Individuals themselves may deploy their resources (time and money) in general or specific competence training. Further, government agencies could fund competence promotion programs. Such challenges for education drive change in learning curricula and method, to properly include the competences required for developing global workers who can move beyond basic competence, to enhanced flexibility and adaptability. In performance assessment methods, there is a shift from the traditional exam-based assessments to more innovative task assessment, which considers performance in multiple different tasks carry out by students. ICTs make it technologically feasible to carry out a complete and complex selfassessment of competences, which provides immediate results to students or other recipients. In the case of students, the evaluation of competences is relevant as developing competences is part - if not all - of the objectives of education. Therefore, it is an important element of the quality of educational organizations (e.g., universities), and of their organizational success. Further, educational organizations may put special emphasis on some differentiating competences, which can be a means of positioning and differentiation from competitors. Competence assessment is an instrument to make students conscious of their strengths and weaknesses, leading to higher motivation to develop their own learning career

Gestión de la actividad no presencial y autoevaluación de competencias = Management of student learning outside the classroom and the self-evaluation of competences

La asignatura troncal “Evaluación Psicológica” de los estudios de Psicología y del estudio de grado “Desarrollo humano en la sociedad de la información” de la Universidad de Girona consta de 12 créditos según la Ley Orgánica de Universidades. Hasta el año académico 2004-05 el trabajo no presencial del alumno consistía en la realización de una evaluación psicológica que se entregaba por escrito a final de curso y de la cual el estudiante obtenía una calificación y revisión si se solicitaba. En el camino hacia el Espacio Europeo de Educación Superior, esta asignatura consta de 9 créditos que equivalen a un total de 255 horas de trabajo presencial y no presencial del estudiante. En los años académicos 2005-06 y 2006-07 se ha creado una guía de trabajo para la gestión de la actividad no presencial con el objetivo de alcanzar aprendizajes a nivel de aplicación y solución de problemas/pensamiento crítico (Bloom, 1975) siguiendo las recomendaciones de la Agencia para la Calidad del Sistema Universitario de Cataluña (2005). La guía incorpora: los objetivos de aprendizaje, los criterios de evaluación, la descripción de las actividades, el cronograma semanal de trabajos para todo el curso, la especificación de las tutorías programadas para la revisión de los diversos pasos del proceso de evaluación psicológica y el uso del foro para el conocimiento, análisis y crítica constructiva de las evaluaciones realizadas por los compañeros

Matlab self study tutorial - Graphing

These resources are designed to support students in gaining more confidence with using Matlab. The PDFs provide guidance and information; Objectives: Introduce basic syntax and data preparation for graphing with Matlab by providing some data, examples of code and some background documents. Outcomes: -how to write an m file script -the importance of syntax -how to load files -how to produce simple graphs -where to get help and further examples There are also some data files to provide example data for students to work with in producing Matlab resources.

Team CC INFO2009 Assignment2 Poster

This is the collection of all our work for the INFO2009 Assignment2 Poster.

INFO2009 The Evolution of Business Models (an audio podcast) Group 5: Team Moreau

An irreverent sideways look at new business models and their effect on the world around us. Designed with Years 9 and 10 in mind.

INFO2009 2012-13: An Educational Video on Augmented Reality by Group 8 - Team Infinity

An educational resource set on Augmented Reality and whether it really is "A Vision of Tomorrow". Our educational video takes the audience on a journey through the current uses of AR, then to the future and we also discusses legal and ethical issues towards the end.

INFO2009 2012-13 Group 17 - The 8 Team “Do You Know the Equality Act” video

a video called “Do You Know the Equality Act”. The video is aimed at undergraduate and A level students. This was produced by 17 and our name is “The 8 Team”. The group consists of Elizabeth Bolton, Aisha Guba, Zoe Butler, Caroline Lee, Yingyi Emily Liu, George Lovegrove and Annie Relfe. Our content is based on the topic of legal awareness through

Transformación cultural en redes de cooperación empresarial

Ante la globalización y las nuevas tendencias de consumo que se han venido desarrollando a través de los años, las diferentes firmas en el mundo se han visto en la necesidad de buscar estrategias que les permita ser productivas generando más valor a los consumidores. En este sentido, ha surgido la necesidad de trabajar de manera conjunta y a su vez crear lazos de cooperación entre las diferentes organizaciones para el logro de mejores resultados. Las redes empresariales son una opción de integración de procesos y recursos para las organizaciones, sin embargo durante la creación de esta se generan cambios organizacionales que impactan en factores como la cultura organizacional. El cambio en la cultura organizacional se produce de manera gradual o abrupta según la forma de cooperación que ejecuten las empresas o por el contexto externo al cual pertenezca la organización. Así mismo, el líder es el encargado de gestionar el cambio en los valores (núcleo de la cultura), prácticas o la filosofía de las organizaciones; sin el apoyo de los líderes el fracaso de una cultura organizacional en una empresa, red, clúster o alianza será incuestionable.

Calculating Team Character Strengths

Individuals need to have completed the VIA Character Strengths Survey prior to this activity as they will need to know their top 5 'signature' Character Strengths. This Excel Spreadsheet can be used to look at the Team Culture and to align team members' top Strengths with 7 key Team Functions

Valores del capital humano y las competencias del líder que facilitan la implantación de la estrategia organizacional

La obtención de una ventaja competitiva, el desarrollo, el crecimiento, la perdurabilidad, entre otros, son los aspectos que buscan las organizaciones a través de las estrategias que se definen. Sin embargo, no es suficiente con diseñar las metas y los objetivos que se quieren alcanzar, es necesario aterrizar estos propósitos en planes de acción e involucrar a todos los miembros de la organización, lo cual se consigue a través de la implantación de la estrategia. En este sentido, la etapa de implantación de la estrategia en una organización, da curso al camino establecido en la etapa de formulación de la estrategia, por lo tanto, se relaciona directamente con su éxito o su fracaso. No obstante, este proceso no depende de algunos pocos miembros de la organización, de directivos o de funcionarios, sino que depende de la buena sincronización y armonía de todos aquellos que hacen parte de ella. La presente investigación a través de la revisión teórica y de evidencias empíricas, busca poner de manifiesto la incidencia de dos aspectos clave en la organización sobre la implantación de la estrategia, por un lado, los líderes, a partir de sus competencias interpersonales y por otro el capital humano, a partir de sus valores. Los resultados obtenidos muestran que tanto las competencias del líder como los valores del capital humano son determinantes para la adecuada implantación de la estrategia organizacional.

Work less, teach better and get better feedback: why we tried innovative teaching methods

Speaker: Patrick McSweeney Organiser: Time: 15/10/2014 11:00-11:45 Location: B32/3077 Abstract Having started at Southampton in 2005 I have seen quite a few changes to the way courses are taught and studied. I will reflect on some of the interesting changes I have observed and suggest their causes. As a practical example I will talk about codestrom, a peer feedback tool for learning programming. We have found that this teaching method has improved the student experience and reduced the work load for the module team. Together we will discuss how this and other recent developments can enable other teaching innovations which benefit staff as well as students. Hopefully the new class of PhD students will be able to contribute from the point of view of having recently been undergraduate students here and else where.

Propuesta académica para la Universidad del Rosario: Maestría en Administración Deportiva

Consiste en la propuesta de un programa de maestría para la Universidad Del Rosario en Administración Deportiva. Esto teniendo en cuenta el espacio para la profesionalización de este campo en el país

Relación entre cultura corporativa y desempeño: Una caracterización desde las ciencias de la complejidad

La siguiente monografía busca dar una mirada descriptiva a la cultura corporativa y a su relación con el desempeño organizacional desde la perspectiva de las ciencias de la complejidad. Inicialmente presenta una mirada general de la definición de cultura y caracteriza los sistemas complejos para luego proceder a examinar como algunos fenómenos de la complejidad se ven reflejados en la cultura, revisando la propuesta de Dolan et al, que proponen los valores como atractores en el desempeño. Adicionalmente se examinan distintas formas y definiciones de desempeño organizacional y se identifican algunos estudios que apuntan a la correlación entre culturas fuertes y desempeño. Sin embargo Gordon & DiTomaso concluyen que no se comprende muy bien cómo funciona la relación más allá de la correlación. Finalmente se concluye que la complejidad presenta una opción para explicar cómo puede funcionar la relación entre cultura y desempeño a través de los valores como un elemento cultural que lleva a la emergencia. Sin embargo queda la incógnita sobre la aplicabilidad de estrategias para implementar lo estudiado en organizaciones y en el uso de herramientas de simulación para profundizar en la investigación

Work-family conflict, burnout and work engagement among teachers: The moderating effect of job and personal resources

The present study contributes to the literature on the Job Demands-resources model in the italian school context. the aim of this paper is to examine how the interaction between work-family conflict (i.e., a typical job demand) and opportunities to learn and to develop and self-efficacy (i.e., typical job and personal resources, respectively) affect the core dimensions of burnout (exhaustion and depersonalization) and work engagement (vigor and dedication). Hypotheses were tested with a cross-sectional design among 143 teachers of a junior high school in the north of Italy. Results of moderated multiple regression analysis partially supported the hypotheses as the opportunities to learn and to develop buffered against the aversive effects of work-family conflict on depersonalization, whereas self-efficacy moderated the relationship between work-family conflict and vigor. From a practical viewpoint, our findings suggest that opportunities to learn and to develop and self-efficacy are important re- sources that help teachers to reduce the negative effects related to work-family conflict.