There are many differences and challenges that employers face while managing employees in the current work force. Our present day workforce is made up of a diverse group of people： Matures, also known as Veterans （a...There are many differences and challenges that employers face while managing employees in the current work force. Our present day workforce is made up of a diverse group of people： Matures, also known as Veterans （age 55＋）, Baby Boomers （age 45-54）, Generation X （age 35-44） and Generation Y also known as Millennial （age 18-34）. The differences and challenges among these groups will be evident when reviewing recognition and praise, managerial styles, subordinate responses to generational leadership. Companies are stepping back and looking more holistically at how to develop programs and deploy technology that will speak to four distinct generations in the workforce （Sprague, 2008）. Each generation has their own definition of work ethic, responsibility, and performance. The best way to deal with the multi-generations is coming up with ways that make everybody feel like they are members of a team, thus helping them to learn how to develop a better way of communication than what exists between them now. If everybody is a part of a team, then they are all sharing the benefits that the other generations can bring to the table, making them a strong entity. Matures and boomers can become mentors to the X and Y＇s, and the X and Y＇s can then share and impart their knowledge of technology to the Matures and boomers. Companies in today＇s workplace must learn a better way to understand the values of the four generations, for it is very important in understanding and guiding these people in the workplace. Without this proper understanding, the guidance and alliance that managers are hoping to achieve will be even longer in the making and then one, possibly two, whole generations will be gone from the workforce and their knowledge and skill gone as well.展开更多
In the 1996 AIA （American Institute of Architecture） Convention in Minneapolis, the governing bodies in the education and professionalization of architects in the US （namely, the American Institute of Architecture,...In the 1996 AIA （American Institute of Architecture） Convention in Minneapolis, the governing bodies in the education and professionalization of architects in the US （namely, the American Institute of Architecture, American Institute of Architecture Students, National Council of Architectural Registration Boards, National Architecture Accrediting Board and the Association of Collegiate Schools of Architecture） released the Boyer Report, subsequently published as Building Community： A New Future for Architecture Education and Practice. The report was named in honor of Ernest Boyer, an educational theorist who also participated in writing the text. Less comprehensive than the canonical texts by Marcus Vitruvius Pollio and his interlocutors, it is nonetheless a mirror of our current assumptions about the education of the architect. This paper looks at the epistemology inherited from Vitruvius as it shapes pedagogy up and through the Boyer Report and into the 21 st century. Using a method of comparative analysis applied to past and current architecture programs, our argument is that historical divisions between professional or applied knowledge and liberal or theoretical knowledge inherited from the past limit our capacity within architecture education to integrate new strategies for knowledge creation and dissemination. It is concluded that any serious revision of architecture education means a systematic reconsideration of the basis of architecture knowledge. What of the （persistent） Vitruvian model is relevant in our post-modern condition？ What do we learn from the image of our profession projected through the lens of the Boyer Report and it is like？ In other words, what would Vitruvius do？展开更多
One of the significant effects of the knowledge economy is the introduction of new business models with resulting creation of intangible resources represented by intellectual assets. In spite of its clear contribution...One of the significant effects of the knowledge economy is the introduction of new business models with resulting creation of intangible resources represented by intellectual assets. In spite of its clear contribution to a firm＇s sustainability of performance, recognition of these intellectual assets in the financial statements do not correspond with their significance as they have to rigid criteria set by conventional accounting standards. This study seeks to assess the level of intellectual capital （IC） resources reported in Malaysian companies in the traditional sectors of the economy and examine their reporting trends in the annual reports of these companies from years 2003 and 2008 Data was collected from companies listed in the main board of Malaysia Stock Exchange （or Bursa Malaysia） and content analysis was applied. Results show that the extent of IC reporting in the annual accounts of listed companies in traditional sectors is slightly above average.展开更多
The broad objective of this study was to establish the moderating effect of corporate culture on the relationship between intellectual capital and organizational performance of firms listed on Nairobi Securities Excha...The broad objective of this study was to establish the moderating effect of corporate culture on the relationship between intellectual capital and organizational performance of firms listed on Nairobi Securities Exchange. The review of literature provided conceptual and empirical gaps that formed the basis of the conceptual hypotheses. Two hypotheses were deduced from general objective： Intellectual capital has a significant influence on corporate performance; corporate culture moderates the relationship between intellectual capital and corporate performance. A cross-section research design was adopted. A survey questionnaire was the main tool of data collection and was distributed to the 50 heads of human resource departments in the different firms＇ period covering four financial years from 2009 to 2012. The study also utilized secondary data obtained from Capital Market Authority Statistical bulletins and Nairobi Securities Exchange Handbook 2012-2013 to collect data on financial performance （ROA, ROE, and Dividend Yield）. Data were tested for reliability results showing that study dimensions were reliable, apart from task-oriented culture that had a Cronbach alpha of 0.262, thus being not considered for further analysis; thus the study relied on employee-oriented culture as a measure of corporate culture. The hypotheses were tested using multiple regression analysis and hierarchical regression respectively. Multiple regression analysis showed that intellectual capital had a significant influence on non-financial performance and no significant influence on financial measures of performance （ROA, ROE, and Dividend Yield）. Test for moderation showed that the interaction term was not significant and thus, employee-oriented culture did not moderate the relationship between intellectual capital and corporate performance. The study demonstrates importance of the influence of intellectual capital on non-financial performance of firms listed on Nairobi Securities Exchange. The results show that interplay among human capital, social capital, and organization capital is important for firms listed on Nairobi Securities Exchange and that the firms should nurture the employees into sharing their knowledge by creating internal and external networks and also creating support system within the organization to retain the knowledge.展开更多
Knowledge extraction from sensitive data often needs collaborative work. Statistical databases are generated from such data and shared among various stakeholders. In this context, the ownership protection of shared da...Knowledge extraction from sensitive data often needs collaborative work. Statistical databases are generated from such data and shared among various stakeholders. In this context, the ownership protection of shared data becomes important. Watermarking is emerging to be a very effective tool for imposing ownership rights on various digital data formats. Watermarking of such datasets may bring distortions in the data. Consequently, the extracted knowledge may be inaccurate. These distortions are controlled by the usability constraints, which in turn limit the available bandwidth for watermarking. Large bandwidth ensures robustness; however, it may degrade the quality of the data. Such a situation can be resolved by optimizing the available bandwidth subject to the usability constraints. Optimization techniques, particularly bioinspired techniques, have become a preferred choice for solving such issues during the past few years. In this paper, we investigate the usability of various optimization schemes for identifying the maximum available bandwidth to achieve two objectives：（1） preserving the knowledge stored in the data;（2） maximizing the available bandwidth subject to the usability constraints to achieve maximum robustness. The first objective is achieved with a usability constraint model, which ensures that the knowledge is not compromised as a result of watermark embedding. The second objective is achieved by finding the maximum bandwidth subject to the usability constraints specified in the first objective. The performance of optimization schemes is evaluated using different metrics.展开更多
文摘There are many differences and challenges that employers face while managing employees in the current work force. Our present day workforce is made up of a diverse group of people： Matures, also known as Veterans （age 55＋）, Baby Boomers （age 45-54）, Generation X （age 35-44） and Generation Y also known as Millennial （age 18-34）. The differences and challenges among these groups will be evident when reviewing recognition and praise, managerial styles, subordinate responses to generational leadership. Companies are stepping back and looking more holistically at how to develop programs and deploy technology that will speak to four distinct generations in the workforce （Sprague, 2008）. Each generation has their own definition of work ethic, responsibility, and performance. The best way to deal with the multi-generations is coming up with ways that make everybody feel like they are members of a team, thus helping them to learn how to develop a better way of communication than what exists between them now. If everybody is a part of a team, then they are all sharing the benefits that the other generations can bring to the table, making them a strong entity. Matures and boomers can become mentors to the X and Y＇s, and the X and Y＇s can then share and impart their knowledge of technology to the Matures and boomers. Companies in today＇s workplace must learn a better way to understand the values of the four generations, for it is very important in understanding and guiding these people in the workplace. Without this proper understanding, the guidance and alliance that managers are hoping to achieve will be even longer in the making and then one, possibly two, whole generations will be gone from the workforce and their knowledge and skill gone as well.
文摘In the 1996 AIA （American Institute of Architecture） Convention in Minneapolis, the governing bodies in the education and professionalization of architects in the US （namely, the American Institute of Architecture, American Institute of Architecture Students, National Council of Architectural Registration Boards, National Architecture Accrediting Board and the Association of Collegiate Schools of Architecture） released the Boyer Report, subsequently published as Building Community： A New Future for Architecture Education and Practice. The report was named in honor of Ernest Boyer, an educational theorist who also participated in writing the text. Less comprehensive than the canonical texts by Marcus Vitruvius Pollio and his interlocutors, it is nonetheless a mirror of our current assumptions about the education of the architect. This paper looks at the epistemology inherited from Vitruvius as it shapes pedagogy up and through the Boyer Report and into the 21 st century. Using a method of comparative analysis applied to past and current architecture programs, our argument is that historical divisions between professional or applied knowledge and liberal or theoretical knowledge inherited from the past limit our capacity within architecture education to integrate new strategies for knowledge creation and dissemination. It is concluded that any serious revision of architecture education means a systematic reconsideration of the basis of architecture knowledge. What of the （persistent） Vitruvian model is relevant in our post-modern condition？ What do we learn from the image of our profession projected through the lens of the Boyer Report and it is like？ In other words, what would Vitruvius do？
文摘One of the significant effects of the knowledge economy is the introduction of new business models with resulting creation of intangible resources represented by intellectual assets. In spite of its clear contribution to a firm＇s sustainability of performance, recognition of these intellectual assets in the financial statements do not correspond with their significance as they have to rigid criteria set by conventional accounting standards. This study seeks to assess the level of intellectual capital （IC） resources reported in Malaysian companies in the traditional sectors of the economy and examine their reporting trends in the annual reports of these companies from years 2003 and 2008 Data was collected from companies listed in the main board of Malaysia Stock Exchange （or Bursa Malaysia） and content analysis was applied. Results show that the extent of IC reporting in the annual accounts of listed companies in traditional sectors is slightly above average.
文摘The broad objective of this study was to establish the moderating effect of corporate culture on the relationship between intellectual capital and organizational performance of firms listed on Nairobi Securities Exchange. The review of literature provided conceptual and empirical gaps that formed the basis of the conceptual hypotheses. Two hypotheses were deduced from general objective： Intellectual capital has a significant influence on corporate performance; corporate culture moderates the relationship between intellectual capital and corporate performance. A cross-section research design was adopted. A survey questionnaire was the main tool of data collection and was distributed to the 50 heads of human resource departments in the different firms＇ period covering four financial years from 2009 to 2012. The study also utilized secondary data obtained from Capital Market Authority Statistical bulletins and Nairobi Securities Exchange Handbook 2012-2013 to collect data on financial performance （ROA, ROE, and Dividend Yield）. Data were tested for reliability results showing that study dimensions were reliable, apart from task-oriented culture that had a Cronbach alpha of 0.262, thus being not considered for further analysis; thus the study relied on employee-oriented culture as a measure of corporate culture. The hypotheses were tested using multiple regression analysis and hierarchical regression respectively. Multiple regression analysis showed that intellectual capital had a significant influence on non-financial performance and no significant influence on financial measures of performance （ROA, ROE, and Dividend Yield）. Test for moderation showed that the interaction term was not significant and thus, employee-oriented culture did not moderate the relationship between intellectual capital and corporate performance. The study demonstrates importance of the influence of intellectual capital on non-financial performance of firms listed on Nairobi Securities Exchange. The results show that interplay among human capital, social capital, and organization capital is important for firms listed on Nairobi Securities Exchange and that the firms should nurture the employees into sharing their knowledge by creating internal and external networks and also creating support system within the organization to retain the knowledge.
文摘Knowledge extraction from sensitive data often needs collaborative work. Statistical databases are generated from such data and shared among various stakeholders. In this context, the ownership protection of shared data becomes important. Watermarking is emerging to be a very effective tool for imposing ownership rights on various digital data formats. Watermarking of such datasets may bring distortions in the data. Consequently, the extracted knowledge may be inaccurate. These distortions are controlled by the usability constraints, which in turn limit the available bandwidth for watermarking. Large bandwidth ensures robustness; however, it may degrade the quality of the data. Such a situation can be resolved by optimizing the available bandwidth subject to the usability constraints. Optimization techniques, particularly bioinspired techniques, have become a preferred choice for solving such issues during the past few years. In this paper, we investigate the usability of various optimization schemes for identifying the maximum available bandwidth to achieve two objectives：（1） preserving the knowledge stored in the data;（2） maximizing the available bandwidth subject to the usability constraints to achieve maximum robustness. The first objective is achieved with a usability constraint model, which ensures that the knowledge is not compromised as a result of watermark embedding. The second objective is achieved by finding the maximum bandwidth subject to the usability constraints specified in the first objective. The performance of optimization schemes is evaluated using different metrics.
